Employee grievances arise from unmet expectations between employees and their organizations. Common grievances relate to working conditions, management policies, compensation, discrimination, and harassment. Companies should establish a formal grievance handling procedure that is written and clearly communicated. The procedure should specify who employees can talk to about grievances and outline appropriate timeframes for resolution. Effective grievance handling requires treating each case individually, gathering all relevant facts, and resolving issues informally where possible through respectful discussion between managers and employees. Unresolved grievances can negatively impact employee performance and the company's reputation.
Employee grievances arise from unmet expectations between employees and their organizations. Common grievances relate to working conditions, management policies, compensation, discrimination, and harassment. Companies should establish a formal grievance handling procedure that is written and clearly communicated. The procedure should specify who employees can talk to about grievances and outline appropriate timeframes for resolution. Effective grievance handling requires treating each case individually, gathering all relevant facts, and resolving issues informally where possible through respectful discussion between managers and employees. Unresolved grievances can negatively impact employee performance and the company's reputation.
Employee grievances arise from unmet expectations between employees and their organizations. Common grievances relate to working conditions, management policies, compensation, discrimination, and harassment. Companies should establish a formal grievance handling procedure that is written and clearly communicated. The procedure should specify who employees can talk to about grievances and outline appropriate timeframes for resolution. Effective grievance handling requires treating each case individually, gathering all relevant facts, and resolving issues informally where possible through respectful discussion between managers and employees. Unresolved grievances can negatively impact employee performance and the company's reputation.
Employee grievances arise from unmet expectations between employees and their organizations. Common grievances relate to working conditions, management policies, compensation, discrimination, and harassment. Companies should establish a formal grievance handling procedure that is written and clearly communicated. The procedure should specify who employees can talk to about grievances and outline appropriate timeframes for resolution. Effective grievance handling requires treating each case individually, gathering all relevant facts, and resolving issues informally where possible through respectful discussion between managers and employees. Unresolved grievances can negatively impact employee performance and the company's reputation.
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Employee Grievance
Grievance is a problem or a complaint. When an employee enters an organisation he has certain
expectations from the organisation, which he thinks must be fulfilled. And when the organisation fails to meet his expectation, the employee develops a feeling of dissatisfaction, known as Grievance. A type of dissatisfaction arising out of some personal or family reasons is not a grievance. This grievance should arise out of employment and it can be because of real reasons or an imaginary one.
Grievance may be because of-
a. Improper working conditions b. Irrational management policies such policies of promotion, demotions, inappropriate salary structure, etc. c. Economic conditions such as bonus, overtime, wages/salary d. Discrimination based on race, religion, place. e. Work place Harassment
Every company should have grievance handling procedure and this should be in writing. Mere a written procedure is not enough. Grievance procedure should also be properly communicated to all the employees. So that, at the time of any grievance they should know whom they can talk to, how the process works and how much time will the procedure take.
In India, there are three legislations which are dealing with the grievances of employees:
The Industrial Employment (Standing Orders) Act 1946, which ensures that every establishment should frame a standing orders redressal of grievances. The Factories Act 1948 ; which provides for the appointment of a welfare officer to look after complaint and grievances of the workers ; and The Industrial Dispute Act 1947.
In New Zealand, grievance system has been there since 1973. Initially these procedures were limited in availability to those employees who were members of unions. Since the enactment of the Employment Contracts Act 1991 (ECA), personal grievance procedures have become available to all New Zealand employees.
How can a Grievance handled effectively?
Each employee and his case should be treated as special.
Where possible, the manager should try to resolve the grievance informally. Supervisor / manager should talk directly, hearing the employee patiently. The grievance discussion should be in a private place. Each case should be handled in a particular time frame. All relevant facts, information about the grievance should be gathered. Emotions and remarks by the supervisor should be avoided. Every record and action should be maintained in writing.
An employee will most likely quit the organisation, if his grievance has not been handled properly. Whenever any dissatisfaction arises on the employee’s part, it should be resolved as soon as possible. An unresolved grievance will not only affect the performance of the employee but will also spoil the reputation and goodwill of the company.
