Handle Employee Grievances.



As an HR professional, it must be a daily business for you to deal with employee grievances. The grievances may be genuine or sometimes illusory to the employees who feel a certain dissatisfaction regarding their job or the management.

If not resolved on time, it can lower employee morale, create inefficiency and increase absenteeism among the employees. In short, your ability in handling grievances of employees can have a direct impact on overall productivity at work.

Defining Employee Grievances.

Identifying employees’ grievances can be a challenge in personnel management. However, there are certain ways that can help you in this job. You can consider the following points to know that the employees are not happy:

  • Changed Behavior:
  • Suggestion Boxes
  • Open-door Policy:
  • Opinion Surveys:
  • Effective Exit-Interviews:

 Here’s a list of leading causes of Employee Grievances:

  •       Undesirable working conditions in physical terms.
  •       Changes without prior notice.
  •       Poor employee relations.
  •       Improper wage adjustments.
  •       Dissatisfactory office policies in case of:
        •           Promotion
        •           Demotion
        •           Transfer
        •           Discharge
        •           Leaves
        •           Overtime
  •       Violation of laws.  
  •       Inadequate safety, health, and welfare amenities.
  •       Labor-management hostility.
  •       Incidences of workplace favoritism and nepotism.
  •       Lack of organizational discipline.

 

Effective Steps To Handle Employee Grievances Most Effectively:

  • Create the system
  • Acknowledge the grievance:
  • Investigate:
  • Hold the formal meeting:
  • Take your decision and act accordingly:
  • Appeal process:
  • Review the situation:
  • Uproot the main cause of grievance:

The successful operation of a grievance procedure requires the maintenance of sufficient records, experience and fair treatment to all.

However, there might arise some special circumstances when the above-mentioned process needs to be modified for better. The Human Resource Department reserves the right to revise the same as necessary and appropriate.