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How to Handle a Disgruntled Employee
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Staying Out of Harm’s Way: How to Handle a Disgruntled Employee

By Mariah Collins, SHRM-CP on Jul 11, 2025
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Navigating the complexities of workplace dynamics—especially when they involve a disgruntled employee—is critical to maintaining a healthy, productive and safe work environment. Understanding how to handle a disgruntled employee not only helps resolve potential conflicts but also protects your team and company culture.

According to the National Safety Council, workplace violence remains a serious concern. During 2021-22, U.S. workplace assaults resulted in more than 57,000 injuries and 525 fatalities. In 2021, 57% of active shooter incidents occurred in business, educational or healthcare settings. These aren’t just statistics—they’re a wake-up call.

Handled properly, a disgruntled employee can be redirected before a situation escalates. Mishandled, the fallout can be significant.

RELATED: How to Terminate a Remote Employee >>

What Is a Disgruntled Employee?

A disgruntled employee is one who feels dissatisfied, angry or resentful about their work situation. While every disengaged worker isn’t a threat, signs of frustration should not be ignored.

Common Causes of Employee Discontent:

  • Perceived unfair treatment or favoritism

  • Lack of recognition or advancement opportunities

  • Poor communication from management

  • Micromanagement or unrealistic expectations

  • Insufficient training or job clarity

Understanding the root cause of an employee's dissatisfaction is the first step toward resolution.

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How to Handle a Disgruntled Employee: 3 Steps

  1. Recognize the Warning Signs of a Disgruntled Employee
  2. Take Strategic Action to Re-Engage
  3. Know When and How to Let Go

1. Recognize the Warning Signs of a Disgruntled Employee

Disgruntled employees often exhibit behaviors that disrupt team productivity and morale:

  • Frequent tardiness or absenteeism

  • Withdrawal or lack of participation

  • Poor performance or disinterest

  • Complaining or negativity

  • Open defiance or disrespect toward management

Some signs may also foreshadow more serious concerns, including the potential for workplace violence. Keep a close eye on red flags such as threats, property damage or talk of self-harm.

RELATED: Toxic Employees: You've Identified One At Your Business, Now What? >>

2. Take Strategic Action to Re-Engage

Early intervention can turn a problem into a breakthrough. Use these best practices for how to handle a disgruntled employee:

Provide a Safe Space for Communication

  • Schedule a private meeting to let them share concerns.

  • Maintain a calm, nonjudgmental tone.

  • Listen without interrupting.

Express Trust and Set Expectations

  • Reaffirm their value to the team.

  • Clearly outline any necessary behavior or performance changes.

  • Document the conversation and follow up.

Offer Support and Training

  • Provide mentorship or development opportunities if skill gaps exist.

  • Train managers to recognize and de-escalate tension.

Follow Up Regularly

  • Check in periodically to gauge progress.

  • Address recurring issues swiftly and consistently.

Pro Tip: Don’t allow one employee’s negativity to derail your culture. Stay focused on business goals while addressing individual concerns.

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3. Know When—and How—to Let Go

When your best efforts fail and disruption continues, termination may be necessary. But firing a disgruntled employee must be done with extreme care to protect your company and coworkers.

Before Termination

  • Use progressive discipline with documented performance reviews.

  • Provide clear, written direction for improvement.

  • Offer coaching or a performance improvement plan when appropriate.

During Termination

  • Use a neutral HR representative or manager to conduct the meeting.

  • Remain calm, direct, and respectful.

  • Avoid breaks during the meeting, which could present safety risks.

  • If necessary, have a security officer on standby.

After Termination

  • Consider offering outplacement or severance benefits.

  • Allow them the option to resign to preserve dignity and benefits.

  • Avoid inviting them back for events or unnecessary communication.

  • Monitor any post-termination threats or online defamation.

RELATED: Chasing the Silver Lining: How to Overcome Negativity in the Workplace >>

From Discontent to Danger: At a Glance

Stage Signs Action
Mild Discontent Withdrawal, disengagement Provide support and feedback
Active Resistance Complaints, missed deadlines Hold private discussion, offer resources
Open Hostility Defiance, team disruption Document behavior, involve HR
Threatening Acts Aggression, destruction, talk of violence Alert authorities, take immediate action

Managing Disgruntled Employees: Axcet HR Solutions Can Help

Dealing with disgruntled employees can present challenges that impact the overall well-being of your workplace. Prioritizing safety and maintaining a harmonious environment is crucial. Axcet HR Solutions, a leading professional employer organization (PEO), is here to provide expert guidance on handling such situations.

Our safety and risk management consultants and our HR consulting team can help you navigate the complexities of managing disgruntled employees, implementing proactive strategies to diffuse conflicts, and ensuring workplace safety. With Axcet HR Solutions by your side, you can foster a positive work environment while minimizing risks.

Take proactive steps to address employee concerns and promote a safe workplace environment. Schedule a consultation with Axcet HR Solutions today to learn how our experienced consultants can assist you in handling disgruntled employees effectively.

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