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Glossary of Human Resources Management and Employee Benefit Terms
It is critical to maintain employee grievance effectively which is quite a job to resolve the conflicts in a proper efficient manner. Here are some effective ways to handle Employee Grievance:
Grievances in a workplace can arise from various issues and can be categorized as follow:
1. Biased behavior: Grievances when the employee suspects differential behavior based on social factors, including disability, caste, or other protected characteristics.
2. Lack of proper communication: Facing incorporative behavior or support from co-workers and insufficient communication with the management can lead to frustration or self-doubt.
3. Payouts and perks: Not getting paid on time or enough to the potential is a legitimate grievance. Unpaid bonuses and other perks, or disputes over compensation policies and rest of the practices.
4. Working time and conditions: An employee may be unhappy regarding their weekly breaks or working on non-working days, not able to feel comfortable, which may affect their physical or mental health. Maybe employees are not able to make proper adjustments or feel sabotaged in the setup.
5. Bullying: Bullying constitutes insulting behavior, intimidating or superiors misusing their power through any means, such as undermining the employee or humiliating in the organizational setting. By these means, a hostile work environment can be creative, which can cause trouble for the other employees.
6. Leadership issues: Grievance includes managerial issues faced by the employees which includes being treated unfairly by the supervisors, being biased, lack of proper communication, not getting enough support from the managers and the guidance which is required by the employee.
Various causes of employee grievance are noticed in an organization. Below are mentioned a few:
It is critical to maintain employee grievance effectively which is quite a job to resolve the conflicts in a proper efficient manner. Here are some effective ways to handle Employee Grievance:
An employee who has been working in the sales department for a long while and making reasonable revenue and incentives feels like being compared to their colleagues and not getting enough credit for the work and shows favoritism which resulted in her disturbance and creating excessive pressure and stress during and after work which imbalance her work-life balance.
By providing the exact instance to the human resources department regarding the situation and establishing a formal interview with the employee and her colleagues and reviewing the situation, comparing the data of their work with fellow colleagues. And results show that indeed her work was being sabotaged and biased behavior is taking place by the manager.
The company decided to take appropriate action, which also included her recognition of work and shows fair and parallel treatment for every employee working.
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
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