Understanding Employee Dissatisfaction
Leaders frequently encounter situations that can cause employee dissatisfaction, such as bad news, schedule changes, or alterations in rest days. These issues need to be managed carefully to prevent escalation and more severe consequences.
Ignoring employee discontent has repercussions, as it can lead to increased absenteeism, goal non-compliance, a tense work environment, and decreased commitment. According to executive coach Marisol Molino, when employees feel unheard, these issues arise.
Latin American Context
Only 17% of managers in Latin America feel committed to their work, while 31% of employees do. This disparity is reflected in the Global Workplace Report 2025 by Gallup. Furthermore, according to Ipsos’ 2024 Employee Experience Trends study, one in four Latin American workers describes their company culture negatively.
Consequences of Ignoring Employee Concerns
Bad news, such as staff cuts or schedule changes, often leaves a negative impression on employees. However, leaders must be cautious about how they deliver the news and address heightened discontent.
David Pons, founder of Neolíderes, explains that when discontent escalates, it’s because organizations and leaders fail to consider the impact on their teams. This oversight can cause damage to organizational culture.
Promote Transparent Communication
Despite a leader’s best intentions to ease situations for their team, there are instances when intervening in superior decisions isn’t possible. In such cases, experts recommend being open and vulnerable.
Marisol Molino emphasizes the importance of transparent and sincere communication about the situation, including what’s within a leader’s control and what isn’t.
Curbing Internal Dissatisfaction
Before dissatisfaction leads to prolonged employee frustration and talent loss, leaders can navigate these challenging situations and strike a balance.
When exercising leadership, it’s crucial for employees to feel considered. Active job-seeking among employees is at 40%, and those under 35 feel less labor-committed, according to Gallup. In this context, experts suggest the following tips:
- Share a Future Vision: Explain the reasons behind bad news, like organizational changes, and what to expect in the future. This helps alleviate employees’ uncertainty about upcoming events.
- Validate Opinions: Avoid authoritarian leadership where no one feels heard. Instead, learn to listen to others’ opinions and concerns to take appropriate actions.
- Avoid Taking it Personally: Dissatisfaction and frustration can lead to emotional reactions. Leaders should remain stable, acknowledging and validating employees’ emotions while managing their own.
Key Questions and Answers
- Q: How should leaders handle bad news? A: Leaders must carefully deliver the news, explain reasons, and share future expectations to alleviate uncertainty.
- Q: What’s the role of transparent communication? A: Transparent and sincere communication is crucial, including what’s within a leader’s control and what isn’t.
- Q: How can leaders curb internal dissatisfaction? A: Leaders should share a future vision, validate employee opinions, and avoid taking dissatisfaction personally.
