Protect your workplace by addressing early signs of employee dissatisfaction to prevent disruptions. Implement strategies to ensure safety during difficult terminations.
By Brad Nakase, Attorney
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In order to keep the workplace safe and healthy, it is essential to learn how to handle the nuances of workplace relations, especially when dealing with an angry employee. In addition to helping to resolve possible problems, knowing how to handle an upset employee is crucial for protecting the well-being of every staff member.
Statistics show that workplace violence is a disturbing and increasing problem in the US.
With thousands of American employees reporting incidences of workplace violence each year, the problem is far from insignificant, according to research from the National Safety Council. The year 2021–22 had 57,610 injuries caused by assaults in the workplace. In addition, 525 people lost their lives as a result of assaults in the workplace in 2022.
Workers are worried about more than just physical confrontations; they are also afraid about gun violence in the workplace. Nearly half (57%) of the 61 occurrences in 2021 that met the FBI’s definition of an active shooter scenario happened at places of business, education, or healthcare.
These figures should serve as more than simply numbers; they should prompt serious debate and the development of plans for dealing with dissatisfied workers on the part of both employers and workers.
We can overcome these obstacles and create a safer, more inclusive workplace for all employees if we take proactive steps and learn to identify and address the root causes.
By engaging in a number of harmful behaviors, disgruntled employees intentionally lower morale, productivity, and your company’s reputation:
The majority of dissatisfied workers have valid grievances about their employment, and many of these issues are fixable. It may only take a quiet chat to help them work through their feelings or find a solution to the problem. However, there are situations where the behaviors displayed by an angry employee could indicate an impending act of violence in the workplace.
Keeping a positive work environment and team unity in check requires skillful management of dissatisfied staff. To avoid escalation and the possible spread of discontent within the team, it is crucial to recognize and treat the early indicators of employee unhappiness. To help you deal with an unhappy employee, we’ve compiled a list of tactics that will help you turn problems into chances for growth.
1. Recognizing warning signs early on
Educate upper-level management and employees about the warning signs of aggressive behavior, including threats, destruction of property, open animosity, and suicidal ideation. Make it crystal clear that staff members are to notify management without delay in the event of such conduct.
2. Response that is both timely and competent
3. Keep the lines of communication open
Set up a confidential channel for them to air their complaints, but don’t give them the upper hand by letting them dictate how the company operates. Keep your cool and make note of the employee’s actions in case they need disciplinary measures in the future.
Think about these tried-and-true methods to help unhappy workers get back on track:
4. Show confidence
A more engaged and productive workforce is likely to be one in which workers feel safe voicing concerns about their jobs and the company as a whole.
5. Offer instruction
Workers who doubt their abilities on the job are more likely to be dissatisfied with their work environment. Giving people enough chances to advance their careers is one way to avoid (or fix) this problem.
6. Check in
Make sure to follow up with the employee after your first discussions to find out whether their outlook has changed. Keeping the lines of communication open makes the employee feel appreciated and allows you to see if any additional steps to improve are required.
If an employee’s disruptive behavior persists despite your attempts to address the issue, termination may be necessary. Across the country, we’ve seen that firing unhappy workers and severing ties with them may encourage retaliation, which might put you in legal hot water if they harm their former coworkers.
The ideal course of action is to start by reducing the emotional impact of terminating an employee. How the fired worker feels about the process is a major impact in how bad their feelings will be after the fact. Workers are more prone to act vengefully if they perceive their dismissal as unfair, unexpected, or malicious.
By implementing a progressive disciplinary system that is connected to meaningful employee evaluations, you can usually minimize the emotional backlash and the desire for revenge among terminated employees. A procedure like this provides workers with constructive criticism and an opportunity to grow.
To lessen the likelihood that an ex-employee may attempt to cause harm to your business or your staff, follow these steps:
1. Offer guidance
It is important to communicate your company’s disciplinary procedures to all employees and to provide them with clear instructions on how to achieve the desired change.
2. Educate managers
Educate supervisors on how to express their worries to staff in a way that gets their attention.
3. Properly record
Regular performance reviews should accurately record the employee’s work quality; this documentation may help you justify terminating their employment.
Use these guidelines as a guide for firing a disgruntled employee or any employee. When terminating an employee’s job, exercise extreme caution if you suspect they may cause harm to you or your employees after leaving your employ.
4. Neutral facilitator
Involve an impartial management or outside consultant in the termination process.
5. A straightforward approach
Be short, honest, calm, and polite during the process of firing a disgruntled employee.
6. Safety precautions
Keep an armed guard or police officer close by if at all possible.
7. Continuous meeting
During the termination discussion, do not take a break; some disgruntled workers may ask for time alone to find a weapon.
8. Support services
Think about providing outplacement services.
9. Severance and assistance
Provide severance packages and highlight any external resources that might be helpful.
10. Choice to step down
Think about giving the disgruntled employee the option to quit instead, so they can save face and apply for unemployment benefits.
11. Complete separation
Refrain from inviting the fired employee to any future company gatherings and do your best to get rid of any incentive for them to return to work.
If an ex-employee starts acting maliciously against your business, you shouldn’t rush to get a restraining order since it could make the situation worse. If abuse on social media is the issue, don’t worry about it right away. Old coworkers who post mean things online may eventually stop.
However, you should take preventative efforts to ensure the safety of your employees if a terminated employee’s online behavior becomes dangerous. Notify the appropriate authorities of any threats, and do not hesitate to contact the police if a visibly angry ex-employee shows up at the workplace again.
As evidence of wrongdoing, chronicle any unpleasant encounters that may have occurred following an employee’s termination. Get in touch with the ex-employee or the proper authorities to try to resolve the issue before resorting to legal action, which should be a last choice.
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