How to Spot an Unhappy Employee and What to Do About it

You know that one disgruntled employee who always seems a little off, but you can’t quite put your finger on it? That person might be the tip of a bigger issue. An unhappy employee doesn’t just affect their own work quality, they can quietly drag down the entire team. And here’s the thing: most employees won’t say it out loud when they’re struggling. That’s why spotting the warning signs early (and knowing what to do about them) can make all the difference. Ready to learn how to keep employee morale high and unhappy workers from slipping through the cracks? Let’s get into it.

Why unhappy employees are a growing risk

An unhappy employee doesn't just clock in late or miss deadlines; they can quietly erode employee morale, productivity, and your entire work environment. Spotting and addressing employee dissatisfaction early is crucial to maintaining a healthy and productive workplace.

The cost of disengagement

Disengaged employees are more than just a morale issue; they're a financial liability. According to Gallup's 2025 State of the Global Workplace report, global employee engagement fell to 21% in 2024, down from 23% in 2023, resulting in a staggering $438 billion in lost productivity.

In the UK, the situation is particularly concerning, with only 10% of employees engaged at work. This disengagement manifests in various ways:

• Absenteeism: Disengaged employees have 37% higher absenteeism

• Turnover: High turnover rates lead to increased recruitment and training costs.

• Productivity Loss: Disengaged employees contribute to a 21% decrease in profitability.

These figures highlight the urgent need for organisations to address employee unhappiness proactively.

Emerging trends: boreout, resenteeism, and quiet quitting

Modern workplaces are witnessing new forms of employee dissatisfaction that are harder to detect but equally damaging:

• Boreout: Unlike burnout, boreout stems from a lack of meaningful work, leading to boredom and disengagement. Employees may appear busy but are mentally checked out, affecting overall work quality.

• Resenteeism: This occurs when employees stay in their jobs but are resentful due to unmet expectations or perceived injustices. It leads to passive-aggressive behaviour and a toxic atmosphere, impacting team members and co-workers.

• Quiet quitting: Employees do the bare minimum required, refusing to go above and beyond. This subtle form of disengagement can spread, lowering employee morale and productivity across the team.

These trends underscore the importance of recognising and addressing subtle signs of employee unhappiness before they escalate.

The manager’s role in employee wellbeing

Managers play a pivotal role in influencing employee satisfaction and engagement. Gallup's 2025 report reveals that 70% of a team's engagement is directly linked to the manager. Effective managers who communicate regularly, set clear expectations, and focus on developing their team members can significantly boost employee happiness.

However, the report also highlights a concerning trend: only 44% of managers have received formal training. This lack of preparation can lead to poor management practices, contributing to employee dissatisfaction and turnover.

Investing in manager development is essential. Well-trained managers can identify and address employee concerns, foster a positive company culture, and ultimately drive better business.

By recognising the signs of employee unhappiness and empowering managers to address them, organisations can create a more engaged, productive, and satisfied workforce.

Common signs of an unhappy employee

Most employees won't say a word, but they’ll show you through their behaviour. You just have to know what to look for.

Declining performance or motivation

When job satisfaction drops, so does the effort. A once reliable employee might suddenly miss deadlines, turn in sloppy work, or stop showing initiative.

You might notice:

• Work that feels rushed or incomplete

• Lack of creative input or problem-solving

• Little to no ownership over tasks

This drop in work quality is one of the first warning signs that you're dealing with a disgruntled employee.

Increased absenteeism or lateness

Frequent sick days, regular tardiness, or “working from home” at the last minute? These are all patterns that could signal employee unhappiness.

It’s not always a personal matter or health issue, sometimes it’s a person quietly stepping back. Keep an eye on:

• Unusual dips in attendance

• A rise in short-notice absences

• Repeated lateness without explanation

It’s a subtle way disgruntled workers disconnect from the workplace without raising too many eyebrows.

Withdrawal from team activities

When team members start skipping meetings, going silent on group chats, or avoiding lunch with co-workers, that’s a red flag.

You might see:

• Little or no participation in discussions

• Opting out of company events or town hall meetings

• Isolating themselves during team tasks

This kind of emotional detachment hurts employee morale and disrupts the flow of the team.

Negative attitude or irritability

An unhappy employee might not hide their feelings. Complaints become routine. Irritability replaces collaboration. You’ll notice:

• Snappy replies or sarcastic remarks

• Increased tension with other employees

• Rolling eyes, loud sighs, and regular moaning

This kind of behaviour doesn’t just affect the person—it spreads. One disgruntled person can lower the tone for the whole office.

Lack of interest in growth or development

When employees feel stuck, they stop trying. They might pass on training sessions, avoid new responsibilities, or flat-out say they’re not interested.

Look for:

• Ignoring development plans or feedback

• Avoiding stretch assignments

• Skipping mentoring or coaching sessions

This signals not just low employee satisfaction but deeper employee dissatisfaction that needs addressing.

The sooner employers learn to identify these common signs, the easier it is to resolve issues before things spiral. Disciplinary actions may not always be the solution. Seeing the problem head on and offering potential solutions that support a healthier work environment is what matters most.

Subtle signs you might be missing

Some signs are quiet, even polite, until the damage is already done. If you’re only watching for the loud stuff, you might miss the real warning bells.

Emotional detachment and cynicism

One of the most overlooked warning signs of employee unhappiness is emotional disconnection. The employee's behaviour may seem “fine” on the surface, but something feels...off.

Watch out for:

• Sarcastic responses in meetings

• Eye rolls or blank stares when goals are discussed

• A general “whatever” attitude toward team efforts

This kind of disengaged employee might still act professionally, but they’ve checked out emotionally. Their lack of enthusiasm quietly chips away at employee morale and creates distance from co-workers.

Clock-watching and minimal effort

If someone’s glued to the clock or suddenly obsessed with logging off exactly on time, you’ve probably got an unhappy worker on your hands.

Here’s what to notice:

• Doing the bare minimum and nothing more

• No initiative or volunteerism

• Avoiding extra tasks or problem-solving

This drop in effort affects the workforce and can slow the organisation down without anyone saying a word.

Passive resistance and silence

When someone stops giving feedback, offering ideas, or raising concerns, it’s not always a sign of peace; it could be quiet protest.

You might spot:

• Silence during town hall meetings or team check-ins

• Repeated “no opinion” responses

• A total lack of open communication

This kind of silence is easy to miss, but it can point to a disgruntled employee who doesn’t feel heard, valued, or safe enough to communicate effectively.

By learning to identify these subtle signals, employers and managers can intervene early, support their employees, and protect the company culture from quiet decline.

What causes employee unhappiness?

People don’t just wake up one morning and decide to become unhappy at work. Employee unhappiness builds up slowly, caused by things that might seem “normal” on the surface but are chipping away at your workforce underneath.

Toxic workplace culture

A negative company culture is one of the biggest reasons employees become frustrated, checked out, or worse—leave.

Here’s what that might look like:

• Lack of open communication from management

• Employees being overlooked, ignored, or treated unfairly

• Favouritism, gossip, or micro aggressions being brushed under the rug

If employees feel like their opinions don’t matter or that they won’t be recognised no matter how hard they try, you’re going to see employee dissatisfaction rise quickly.

Burnout and boreout

Burnout is when employees are overloaded, overworked, and constantly under pressure. Boreout is the complete opposite: not enough challenge, excitement, or purpose. Both lead to the same result; an unhappy employee.

Burnout signs:

• Always working overtime with no recognition

• Physical and emotional exhaustion

• Declining work quality despite long hours

Boreout signs:

• Tasks that feel meaningless or repetitive

• No opportunities for growth or input

• Daydreaming, procrastinating, or clock-watching

Whether it’s too much or not enough, both kill employee happiness and motivation.

Lack of flexibility or autonomy

Not everyone works best from 9 to 5 at a desk. When employees don’t have room to breathe or make their own choices, it shows.

You’ll often hear complaints like:

• “I’m micromanaged to death.”

• “I can’t even pick when to take lunch.”

• “My personal life doesn’t matter here.”

Supporting a healthy work life balance and offering flexible options can massively boost employee satisfaction. Autonomy builds trust. Trust builds happier employees.

Poor management or unclear expectations

When managers fail to communicate effectively, they create confusion. Confused employees get frustrated. And frustrated employees become disgruntled.

Red flags include:

• Vague instructions or shifting goals

• Lack of support or regular check-ins

• Unclear roles or responsibilities

Strong leadership is about listening, guiding, and helping employees grow. Otherwise, dissatisfaction takes over.

The impact of unhappy employees on your organisation

One unhappy employee might not seem like a big deal. But when the signs are ignored, the ripple effect hits hard and fast.

• Productivity and performance decline: Disengaged employees simply don’t give you their best. According to Gallup, low engagement leads to 18% lower productivity and 15% lower profitability. That’s not just a bad day; it’s a serious blow to the organisation’s performance.

• Increased turnover and recruitment costs: Hiring is expensive. Replacing a disgruntled employee means investing time, money, and energy into recruitment, onboarding, and training. And that’s if you can even find the right fit quickly. High employee dissatisfaction = high turnover = high costs.

• Negative influence on team morale: One unhappy employee can drag down an entire team. It spreads like wildfire: moodiness, cynicism, refusal to help co-workers. Before you know it, other employees are picking up the same attitude and you’re left trying to repair broken employee morale.

How to address employee unhappiness

Spotting the signs is just the beginning; what really matters is what you do next. Ignoring the issue or brushing it off as a “personal matter” only makes it worse. The goal is simple: keep your employees happy, engaged, and feeling valued.

Conduct regular one-on-one check-ins

Make time for private, judgement-free conversations where employees can openly share concerns. This isn’t a formal appraisals but rather an opportunity for active listening and honest feedback.

Tips for better check-ins:

• Ask open-ended questions like “How are you feeling about your workload?”

• Follow up on past issues, don’t just nod and forget

• Make space for both work and personal issues, where appropriate

This shows employees feel heard and that their input actually matters to management.

Provide mental health support

Employee Assistance Programs (EAPs) can help resolve issues before they spiral into full-on burnout or resignation.

Other useful resources include:

• Access to counselling or mental health platforms

• Wellness days or mental health leave

• Mental health check-ins during town hall meetings

Normalising these tools supports a healthy work life balance and sends a clear message: your wellbeing matters.

Offer professional development opportunities

If you want to avoid disengaged employees, invest in their future. That means offering opportunities to develop, learn new skills, and progress.

Here’s what helps:

• Training budgets for courses or certifications

• Mentoring or coaching from experienced team members

• Clear career paths and growth discussions

If someone feels like they’re stuck, they won’t stay motivated for long and job satisfaction goes out the window.

Foster a positive work environment

You can’t just tell people to be happy, you have to build a place where being happy is possible.

Some simple ways to do that:

• Encourage open communication between co-workers and managers

• Celebrate wins, even the small ones

• Create safe spaces where employees can speak freely without judgement

The goal is a workplace where employee morale naturally thrives.

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