Whilst they may well be effective workers, unhappy employees create problems for your practice by creating a generally uninviting and negative environment for patients and other  workers. There is no direct legislation which covers managing unhappy employees so we’ve collated 5 practical tips you can adopt

1. Don’t let the situation drag on

There’s always a tendency to put off dealing with issues like this but letting a problem linger will ultimately only create a more difficult situation so it’s best to deal with it as soon as you notice that the employee is unhappy. You should also avoid empowering the unhappy employee by involving the whole practice in their issues. ACAS refer to this as the “now or never” moment and advises that you “consider what impact the issue is having on the Team”

Taking early action may also mean that it’s easier to resolve things.

2. Privately find the root of the problem

Whilst it may seem obvious, in order to deal with any problems you need to know what they are.

Keeping in mind ACAS’ general guidance about “fairness and transparency”, schedule an informal private meeting with the employee taking care to make it clear that it’s not a disciplinary and openly invite them to discuss the issue by stating that “something is obviously not right” rather then raising this as a question.

If the employee denies that they are unhappy ACAS advises that, where appropriate, you “back up any statements you make with evidence and not hearsay”. Generally by being sympathetic, open and receptive you are more likely to get to the root of the employee’s concerns.

Once you know what the problem is you can figure out whether you can tackle it and how.

3. Maintain boundaries

Remember your professional relationship and don’t venture into personal problems that are outside the scope of this and/or beyond your own competence/experience. For example, signpost an employee with debt concerns to where they can get professional advice whilst you offer support, rather than you become involved by advising them or drafting letters to creditors.

4. Avoid solutions which create more problems

If it’s a work issue then you will have more scope, but remember that the practice needs to take onboard the views and opinions of all of its employees. Look for a balanced solution but don’t be manipulated into creating an even bigger problem for you and the practice such as by showing, or being perceived to show, favouritism.

5. Maintain your professionalism and keep records

Maintain your professionalism at all costs – it’s all too easy to become exasperated or angry and lose some element of self-control. If you feel as though the situation is outside your own scope or getting out of hand, get advice and help with tackling the problem.

Finally, remember to keep records about your involvement, including any support/advice offered and, where appropriate, follow this up in writing to the employee. Whilst hopefully it won’t be an issue, if the employee subsequently raises a complaint at least you will have taken steps to protect yourself and the practice.