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One of the first steps in evaluating disgruntled employees is to review their performance. By reviewing their performance, you'll be able to get an idea of how successful (and well-adjusted) they are in your organization. Pull employee performance evaluations to see how you (or other supervisors) have evaluated them in the past. Look at any data that indicates how well an employee is performing their job. Watch for signs that other employees aren't handling their workload, and instead they're picking on the unhappy employees or they aren't including the employees in question in team-building or planning exercises. To help discouraged employees, you will need to know how to tell when they're unhappy. Look for employees that seem overwhelmed, complain about jobs or deadlines, or are reclusive and don't interact with fellow staff. Other signs include anger, tardiness, absences, poor production, and issues with other employees. These could all be signs that they're unhappy at work. To do this, make sure to: Pay attention to your employees' demeanor. Watching their demeanor will give you a great idea of whether or not they are happy or disgruntled. Make sure to continually monitor your employees' efficiency. Very often, efficient employees are well-adjusted and happy. Talk to all of your employees weekly. By staying in touch with your employees on a weekly basis, you'll know their status, efficiency, and whether or not they are happy and well-adjusted in your organization. Spend a little time observing how the employees in question behave around other employees. In addition, try to get a feeling for how other employees interact with and treat the employees in question. Observing such interactions will give you a lot more information about the employees' performance and their problems. Get an idea of whether other employees are taking on extra work because the employees in question do not manage their work effectively. After reviewing their performance evaluations, you need to talk to their supervisors to gather more information. By talking to supervisors, you'll discover a variety of things about their attitude and behavior at work. Make sure to limit this information to members of the management team. Never discuss this information with the employee's peers. Schedule a meeting with supervisors. Ask them what they think is going on with any disgruntled employees. Try to find out how the disgruntled employees interact with other workers. Ask questions that will provide objective information about the employee. For example, you could ask about how often the employee is late to work, how many times they have missed a deadline, etc.

Summary:
Review your employees' performance evaluations and similar metrics. Recognize the signs of employee distress. Talk to employees' supervisors.