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To avoid worker dissatisfaction, the firm must have transparency and keep its employees motivated

There are many causes of employee dissatisfaction, ranging from work-related (wages, pressure, mistrust) to non-work-related (lack of enthusiasm). Dissatisfaction has a lot to do with the actions of management. According to a Gallup survey, managers are responsible for at least 70% of the variation in employee engagement.

Team managers and leaders need to constantly monitor the work their employees are doing, as well as their motivation and morale. These last two aspects are of vital importance for leaders, as it depends to a large extent on them whether their departments will work efficiently in the long term. 

On the other hand, leaders have to take into account other reasons for employee dissatisfaction: conflicts within the department, unfinished or failed projects, the departure of key employees. 

The question many leaders will ask is: how do you detect worker dissatisfaction early?

An effective method for detecting dissatisfaction of one (or several) employees early is to constantly follow up with meetings, either in groups or individually. Trust is a major incentive in these meetings, as managers will be able to obtain as much information as possible. Amongst this information, they can find out about the motivation of the employees.

But these meetings are not enough. Leaders have to make an effort and commit themselves to satisfying workers and keeping them motivated. They cannot remain mere observers - they must take action!

What can the firm do to avoid employee dissatisfaction?

The firm's values, and the ability to connect with workers is a crucial issue to avoid employee dissatisfaction. Transparency is one of the characteristics that firms must pursue. 

The firm's management must make employees aware of all relevant changes and new projects it is pursuing. Employees must feel that they are an important part of the firm, and this is achieved by keeping them informed and taking their opinions and comments into account. 

Leaders must make an effort to keep their co-workers motivated and be firm and committed in bad times for the organisation.