Impact, importance and procedure of handling Grievances

 



Introduction

According to the employee grievances create industrial dispute ,Therefore they must be managed at early stages( Bandaranayake ,2014 ) 

Impact from employee grievances

According to nie.2014 and A.H, 2020;

Decreased Morale: Grievances which are not solved can lead to feelings of frustration, resentment, and disengagement among employees.

Increased Stress: Grievances causes to increase stress levels, affecting mental and physical well-being.

Lower Productivity: Distraction, absenteeism, or reduced motivation can result from unresolved workplace issues.


Fig 1: Lower Productivity

Higher Turnover Rates:

 Employees may seek opportunities which are not addressed, leading to increased turnover and recruitment costs.

Legal Consequences:

 Failure to address grievances involving violations of labor laws or workplace regulations can result in legal action, fines, or damage to the organization’s reputation. (Khan, 2020)

Method of grievances handling procedure

Grievances handling procedure is a systematic way of handling the grievances in which step-wise the responsibility for handling is assigned.

Open-Door Policy: 

Establishing an open-door policy motivate employees to communicate their grievances directly to management or HR personnel. This approach helps to build up trust and transparency and provides employees with a safe avenue to voice their concerns.

Regular Feedback Mechanisms: 

Implementing regular feedback mechanisms (surveys, suggestion boxes, or anonymous feedback platforms) allows employees to provide feedback on their experiences, concerns, and suggestions for improvement. Analyzing feedback data can help identify common grievances and trends within the organization.

One-on-One Meetings: 

Conducting regular one-on-one meetings between employees and their supervisors provides an opportunity for employees to discuss any issues or grievances they may have in a private setting. These meetings can help uncover grievances that employees may not feel comfortable sharing in a group setting.

 

Fig 2: One – on – One meeting

Exit Interviews:

 Interviews with departing employees can provide valuable insights into the reasons for their departure, including any grievances they may have experienced during their tenure. Analyzing exit interview data can help identify recurring grievances and areas for improvement within the organization

Fig 3: Exit Interview Questions

Employee Assistance Programs (EAPs): Implementing Employee Assistance Programs that offer counseling and support services can help employees address personal and work-related issues which are contributing to their grievances. Counselors can also identify and escalate any systemic issues or grievances within the organization

Fig 4: Employee Assistance Program

 Peer-to-Peer Feedback:

Encouraging peer-to-peer feedback and communication can help identify grievances. Employees often feel more comfortable sharing their concerns with their peers, and peer feedback can help highlight issues that may be affecting multiple employees

  • Fig 5: Peer – to – peer feedback Cycle

     Performance Reviews and Appraisals:

  • Incorporating discussions about job satisfaction, work-related stress, and potential grievances into performance reviews and appraisals can help identify what are the areas of concern for individual employees. Managers can use these discussions to address any grievances and provide support or resources as needed.

     Monitoring Absenteeism and Turnover Rates:

    Monitoring absenteeism and turnover rates can help identify potential grievances or issues within the organization. High levels of absenteeism or turnover indicate underlying problems such as dissatisfaction with work conditions, management issues, or interpersonal conflicts.

     Observation and Informal Communication:

    Managers and HR personnel should actively observe employee behavior and engage in informal communication to identify any signs of discontent or grievances. This could include changes in behavior, decreased productivity, increased conflict, or other indicators of dissatisfaction. (P, 2019)

  • Importance of addressing employee grievance

  •  According to the (Bandaranayake , 2014)  and (W, 2023)

  • Increase productivity: Resolving workplace issues directly minimizes disruptions and enables employees to focus on their work.

  • Legal Compliance: Addressing grievances in accordance with relevant laws and regulations helps mitigate legal risks and protects the organization from liability.

    Improving Organizational Culture: Effective grievance resolution contributes to a positive work environment characterized by open communication, fairness, and respect.

  • Able to maintain Trust: Addressing grievances directly and fairly demonstrates a commitment to employees’ well-being and fosters trust and loyalty.


Conclusion

 Organization should identify what are the impact from grievances, reasons and based on the above fact create a grievances handling procedure. A grievance procedure is essential for organization as it explains an employee's rights and allows them to express their workplace concerns with their manager. Grievance procedures give all employees the opportunity to maintain a safe, happy, collaborative workplace.

In this process a set of activities are to be carried in sequence for effective handling or managing grievances. Grievances are the dissatisfaction feeling of the individual. The dissatisfaction of employees gives strong impacts on individual, job, performance and future. So organization should handle employee grievances properly.  

References

nie, 2017. Business Studies Teachers' Guide Grade 13. 2018 ed. s.l.:s.n.

 Bandaranayke, P. J., 2014. A-L Business studies. In: Part 2. 

A.H, K., 2020  Employee grievances and effective ways of handling.

(https://www.linkedin.com/pulse/employee-grievances-effective-ways-handling-abrar-h-khan)

P.M, 2019. Employee Grievances Handling Procedure. Economic discussion.(https://disputeresolution.medium.com/the-importance-of-an-effective-grievance-management ).

 Fig 1: Lower Productivity

Fig 2: One – on – One meeting

Fig 3: Exit Interview Questions

Fig 4: Employee Assistance Program

Fig 5: Peer – to – peer feedback Cycle

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