These tips were published by The Muse.
Find the root of the problem
There is often a deeper cause for a subordinate always being grumpy. On the surface, it may look like they do not like your leadership style, think your strategy is wrong, or simply do not like something else; however, the real reason may be a deeper problem. For example, the person in question is unable to balance their personal and professional life, they are burnt out, they feel their position is inferior, or perhaps they had ambitions to be in your position. So the first step is to find out what the real problem is behind the visible facade.
Gather facts and the opinions of colleagues and other subordinates
In order to move forward, you need to gather objective facts. Write down the problems that arise because of the subordinate and how their behaviour affects the team or the results of the team's work. Similarly, gather facts about the things the subordinate finds problematic. If they complain of not having received a pay rise for a long time, find out how their pay has actually increased in recent years. Similarly, obtain feedback on the subordinate from other colleagues in the team.
Try to work out what you yourself can do to change the situation
Think about what you as a manager can do about the situation. Which of the employee's criticisms are valid and which are not? What can you influence and what is out of your reach? Clarify what you are able to do to improve the current situation so that you will be on firm ground when dealing with the subordinate.
Talk quite openly to the subordinate
It is time to sit down with the employee. Set aside enough time to talk to them openly and without scruples. Explain why their behaviour is inappropriate and why you think the whole situation is happening. Let them talk and try to understand them as well.
Monitor the situation
Once you and the worker have agreed on a course of action, monitor the situation afterwards. See if things improve and, if necessary, change the plan. Remember also to meet regularly with the subordinate to find out how they perceive the situation.
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