Grievance is formal complaint which demonstrates any kind of dissatisfaction in an employee, arising out of the factors which are related to his job.
It must be expressed by the employee and brought to the notice of the management and the organization. Grievances take the form of collective disputes when they are not resolved. Also they will then lower the morale and efficiency of the employees.
Unattended grievances result in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. This dissatisfaction must crop up from employment issues and not from personal issues.
Grievance may result from the following factors- Improper working conditions such as strict production standards, unsafe workplace, bad relation with managers, etc. Irrational management policies such Employee engagement and grievance handling overtime, transfers, demotions, inappropriate salary structure, etc.
Violation of organizational rules and practices The manager should immediately identify all grievances and must take appropriate steps to eliminate the causes of such grievances so that the employees remain loyal and committed to their work.
Effective grievance management is an essential part of personnel management.
The managers should adopt the following approach to manage grievance effectively- Quick action- As soon as the grievance arises, it should be identified and resolved. Training must be given to the managers to effectively and timely manage a grievance. This will lower the detrimental effects of grievance on the employees and their performance.
Acknowledging grievance- The manager must acknowledge the grievance put forward by the employee as manifestation of true and real feelings of the employees.
Acknowledgement by the manager implies that the manager is eager to look into the complaint impartially and without any bias. This will create a conducive work environment with instances of grievance reduced.
A record of such facts must be maintained so that these can be used in later stage of grievance redressal. Examining the causes of grievance- The actual cause of grievance should be identified. Accordingly remedial actions should be taken to prevent repetition of the grievance.
Decisioning- After identifying the causes of grievance, alternative course of actions should be thought of to manage the grievance.
The effect of each course of action on the existing and future management policies and procedure should be analyzed and accordingly decision should be taken by the manager.
Execution and review- The manager should execute the decision quickly, ignoring the fact, that it may or may not hurt the employees concerned. After implementing the decision, a follow-up must be there to ensure that the grievance has been resolved completely and adequately.
An effective grievance procedure ensures an amiable work environment because it redresses the grievance to mutual satisfaction of both the employees and the managers.
It also helps the management to frame policies and procedures acceptable to the employees. It becomes an effective medium for the employees to express t feelings, discontent and dissatisfaction openly and formally.This is a 5 step guide to handling an employee grievance effectively and efficiently, for HR Directors and Employers, in order to save management time, preserve employee relations and keep the business out of Employment Tribunals.
On the same note articles also show employee engagement as celebrating birthday parties / orgainsing picnics / orgainising games / family day / handling grievances / communication of polices & procedures of the Company etc.
PRINCIPLES OF DISCIPLINE AND GRIEVANCE HANDLING Department of Management Services Human Resource Management. Employee submits written grievance to supervisor within 7 calendar days of event PRINCIPLES OF DISCIPLINE AND GRIEVANCE HANDLING Department of Management Services Human Resource Management.
GRIEVANCE Provides the employer with a process for resolving a complaint they are unable to resolve through regular communications with their superior/manager Grievance vs Discipline DISCIPLINE Gives employer a process for handling an employee who is not meeting the expected standards of performance or behaviour.
The organizations in which the employee is required to talk to his immediate senior about his grievances, who either offers a solution or escalates the grievance are called to have “Step Ladder Policy” for grievance handling.
Handling employee grievance is perhaps one of the most undesirable aspects of human resource and business management.
However, it plays a very crucial role in ensuring the smooth flow of operations and business processes in a company.