Constant Complainers in the Work Place

At some point in their career many employees become disillusioned, mad or even very upset about their pay, schedule or workload. The majority of these employees find a way to deal with this by accepting, adapting or moving on.

For a few, this consumes their entire day and in extreme cases, it overtakes them and they become focused on every aspect of their job and company. These few are often referred as Constant Complainers and will vent their frustrations on social media or with anyone that will listen to them. They often keep diaries or journals and may become convinced that the company and everyone in it are out to get them.

Constant Complainers want someone to acknowledge them and to be treated them with dignity and respect, just the way you expect to be treated. But, if we don’t handle the situation promptly and properly, they will find a way to make us listen by threatening a law suit, becoming disruptive, threats of or an act of violence.

One of the first safety steps is to turn up your awareness skills and gather as much information as much as you can. Talk to supervisors, coworkers and human resources before you do anything else. If you decide to talk to them, be certain you have the skill and authority to resolve the situation and if not, it may be better to refer them to human resources.

Once you have the facts, talk to the employee and be certain to actively listen to their complaints instead of focusing on what you are going to say. Explain the companies position and offer them sensible alternatives if possible. In some cases, it may be wise to give them a week off with pay so they can think about their future without the fear of loosing money.

Unfortunately, not all Constant Complainers are able to be satisfied and for some they have escalated to an unacceptable or unsafe level of concern and no longer safe for employment.

Since this person is often on “the edge” how you handle them is critical. One significant point is to avoid embarrassing or humiliating them. Allowing them to maintain their dignity and self respect especially in front of others may keep them from going over the edge or coming back to seek revenge.

Saying this is a separation instead of firing and offering a generous exit salary may make all the difference to the person.

Lastly, always look through the situation in their eyes.