Employee grievance is something that must be discussed and managed at the initial stages because they might lead to larger disputes within the company. Employee grievance is a feeling of dissatisfaction and injustice about the job and the company.
Job dissatisfaction can be due to Reporting Manager treatment, management policies and procedures, unsafe workplace, poor relation with the managers, inadequate salaries and work overload.
These grievances must be resolved because it lowers employee performance, causes damages to the entire work environment, leads to frustration, lack of interest in work and the worker start taking leaves frequently.
The leaders of the organisation must identify all grievances in the initial stages and eliminate all these issues so that employees remain faithful and dedicated towards their job responsibilities.
There are only two types of Grievances, and they are General Grievances and Individual Grievances. General Grievances effects group of employees and Individual Grievance affects one employee, so it requires only one-to-one approach with the employee to solve the issue.
Below are the some of the best approaches to General Grievances:
1) For General Grievances should be addressed by a senior manager who is empowered by the employer to take important decisions. CEO of the company should play the leading role in handling these issues.
2) Communication with the employees must be carried out through notices that should be followed up by team meetings for the methods of obtaining feedback, addressing concerns and providing assurances.
3) General Grievance handling must be well timed in resolving before the situation goes out if control, Effective communication through the right channel, should be consistent, and there should not be any contradiction between top level managers; Managers should open-minded and flexible in their decisions.
Below are the some of the best approaches to Individual Grievances:
1) All these grievances must be discussed in a one-to-one session at a private venue and must maintain strict confidentiality.
2)Ensure that there is no interruption for at least one or two hours. Use a round table or the same side seating arrangement.
3) Have a casual talk before going straight into the primary issue. It is very necessary to make the employee comfortable first before going into the main point.
4) It very essential to have problem-solving attitude, Actively listening to the concerns, should be careful about taking notes during the meeting, have a good sense of humour, use friendly language such as we will work together so that the employee will be willing to speak up freely without fear.
5) Handle each case within a set time frame. Refer to the company policy in each case. Inform your superior about all the grievances.
6) Get all critical facts about the grievance and examine personal records of that particular employee. Check if there is any witness available and visit the work area if necessary.
7) The actual cause of the grievance should be identified and actions and decisions should be taken accordingly by the manager.
8) After implementing the decision, the manager must follow-up to ensure that the employee grievance is resolved.
Grievance Procedure is normally conducted in three levels:
1) Supervisor level
2) HOD Level
3) At Management Level
Technically speaking, Employee grievance handling ends with the decision of CEO of the organisation. Employers and employees should understand that it is unrealistic for every grievance to be resolved to absolute satisfaction. In most situations, the most reasonable situation is a compromise where both parties follow give and take policies.