Employee grievance handling in company
Remember, all grievances put forth by employees must be heard and listened to. The perspective shifts greatly when the complaints from employees are directed towards their employers. Devise a confidential way for employees to submit complaints.
Now, employees can make their complaints formal and they even have the right avenues and platforms to formally air their concerns. Your goal should be to come up with a solution that will, as much as possible, put the grievance brought by the employee to rest, rather than provide a temporary fix.
However, it is also a fact that there are some employees that make baseless accusations against their employers because they have their own agendas in mind. A review committee should examine the grievance for its validity and against the company's policy.
Confidentiality is a must.
Employee grievance examples
Increasing an employee's workload because you've made other staff redundant to cut costs. For me this was a more formal process during the client onboarding process. However, employees should try to resolve less important issues informally before they resort to a formal grievance. Employees will expect a certain level of responsiveness from you and the organization. For example, efforts of the company to bring down costs could lead to you and the other employees in your department to put in more work outside your usual work hours. However, if that situation drags on longer, and it seems that the employer is getting comfortable and he shows no clear plans or intentions of setting it right after the company has regained its footing, then clearly, these are causes for concern. Keep all communication lines open. Workload and work distribution You can also feel that you have been unfairly given more work than other people in the same rank. This is to avoid complications in the future when employees file more complaints, because there is already a guide or a roadmap that can be followed by the grievance committee. As a business owner and manager, it is your job to make sure that everyone can communicate their concerns in a productive manner. A record of such facts must be maintained so that these can be used in later stage of grievance redressal. It will be a complete waste if perfectly sound grievance policies are there, but they are not used properly, so no problems are actually resolved.
Of course all leaders should have formal training on employee grievances early in their tenure with the company and then anytime the opportunity arises.
Your employees are not your slaves. They'll end up doing less work.
based on 28 review