Methods and solutions for Employee Grievances

Introduction;

Organization should identify what are the reasons for employee grievances and based on the reasons should give proper solution. There the first step is address the employee grievances.

Addressing employee grievances is essential due to; 

• ·         Unresolved grievances can lead to decreased morale among employees. When employees feel that their concerns are not being addressed, it can create a sense of frustration, resentment, and disengagement.
• ·         Addressing grievances promptly highlighted that the organization values its employees and is committed to creating a positive work environment.
• ·         When employees are directed  by unresolved issues or conflicts, it can affect their focus, motivation, and ability to perform their job effectively.
• ·         Ignoring grievances can lead to grow minor issues. And it is growing into larger problems that are more challenging to resolve. Addressing grievances early helps prevent conflicts in an environment

 Addressing grievances fairly helps ensure that the organization remains compliant with employment laws and regulations. Failure to address grievances can lead to legal liabilities, including claims of discrimination, harassment, or unfair treatment.

Methods can be used to identify employee grievances

According to the (Bandaranayake, 2014) and  and nie,2017

·         Exit interview

A discussion that allows a departing employee and their organization to exchange information, usually on that employee's last day of work.

 

Figure 1Exit interview questions

 ·         Suggestion box

A box which is used to  submit suggestions, comments and complaints .

Figure 2 Suggestion box

·         Attitude survey

 Is a tool employers use to gain feedback about their organization from its employees.

Figure 3Employee attitude survey

Reasons for employee grievances

According to the,(Bandaranayake, 2014) and  and nie,2017

Job related

•Assignment of the task and duties to the employee which are not related to his job description

•Employees lack of competencies

•Employing him which mismatches knowledge and skills

Work condition 

•Changing the work place or working hours

•Lack of resources and facilities

•Having unhealthy or unsafe work environment at the work place 

•Human resource management policies, procedures and strategies

 •Salaries, wages and incentives

•Unavailability of formal promotion procedure

•Provision of the promotion to someone else which had been entitled to a qualified employee

•Policies related to promotions, demotions, transfers termination from the job 

•Unnecessary personal behavior

•Unattainable expectations or unhaving nonrealistic goals

•Wrong attitudes regarding senior officers

Figure 4 Wrong attitude of seniors

•Employee over estimation regarding 

 

•violation of rules and regulations of the organization

  •Taking tough or unreasonable disciplinary actions against violation of discipline

•. Breach of the conditions in collective agreement by the management 

•Reasons beyond the job or work environment

•Reasons relating to family

•Reasons relating to other competitive business 

      Formal grievance handling procedure

Following strategies can be used to handle employee grievances.

• According to the (Bandaranayake, 2014,  nie,2017,https://www.indeed.com/hire/c/info/grievance-procedures-for-a-workplace)

Following steps are use to handle grievances.

         Listening about grievances carefully

         Collecting the accurate information of the grievances and related employees

         Discussing the relevant matters with employees

         Listening to the employee carefully

         Accepting the matters said by the employee

         Build trust in the employee

 •           Through the immediate supervisor

Here ‘open door’ means that the management’s door is always open to employees who need to discuss their concerns. So  employees are encouraged  to come and meet any level of management without a prior appointment.

 Under this strategy employees are allowed  to approach any level of management, including senior management, with their grievances or complaints.

Figure 5 Get solution from immediate supervisor

•           Joint committee method

This is a collaborative approach to resolving workplace disputes., Under this method both management and employees can discuss in the process and work together towards finding solutions that benefit everyone involved

•           Counselling

This is a supportive process that  provide guidance, assistance, and a listening to employees who are dealing with various personal or work-related problems

•           Appointing an ombudsman

Ombudsman first reviews the and investigate the complaint. There, the Ombudsman forms his independent opinion for the problem

•           Arbitration

  This is the final and binding process to resolve disputes.. Here grievances are resolved using the collective agreement.

 Conclusion;

• Addressing employee grievances is an important path for positive work environment, enhancing employee satisfaction, and maintaining organizational success. 

   To effectively manage employee grievances, organizations must establish clear grievance procedures, listen actively to employees’ concerns, investigate grievances thoroughly, and address issues as soon  as Providing support and resources, promoting transparency and accountability, encouraging open communication, implementing preventative measures, and monitoring and evaluating the grievance resolution process are essential steps in addressing and preventing grievances.

   prioritizing the resolution of employee grievances contributes to a productive and harmonious work environment where employees feel valued, respected, and motivated to contribute to the organization’s success.

  

  Figure 6 Positive work place

  References

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

   Anon., 2016. Teachers 'guide Grade 13 Business Studies. s.l.:nie.

• https://www.indeed.com/hire/c/info/grievance-procedures-for-a-workplace

• Figure 1Exit interview questions

• Figure 2 Suggestion box

  Figure 3Employee attitude survey

  Figure 4 Wrong attitude of seniors

  Figure 5 Get solution from immediate supervisor

  Figure 6 Positive work place

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