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Employee Grievance - How to Reduce

Updated on May 3, 2011

Our Employees are the bread and butter of our workplace. Without them our company will not run and we will not have a job as well. There are cases when our employees express their grievance and concerns through formal and informal means of communication. This is without coercion, interference, intimidation, retaliation and harassment.

  • We should clearly communicate and implement the policies, procedures and laws of our organization. This should be done regularly or on a as-needed basis.
  • Regular meetings should be scheduled either with the staff or individual in your business unit. Use this time to provide feedback, give praise, evaluate and dialogue.
  • Misunderstanding are normal in the workplace but beware since these issues should be addressed in a timely manner. Provide immediate resolutions to these issues before it escalates to bigger problems.
  • Conflict resolution discussions should be conducted to avoid issues spiraling out of control and turning to employee grievance.
  • Equality and diversity should be promoted in the workplace where every employee has the opportunity to showcase their potential and skills.
  • Give praise/kudos to employees who are doing their job well. Employees should feel that their salaries are competitive enough with their skills, knowledge and value. Provide incentive programs/packages to individuals who display exceptional performance.
  • Make your employees feel that you are available for them. Closer supervision, counseling, coaching, mentoring and frequent feedback can bridge the gap in communication between management and employees. This will prevent misunderstandings, conflict and miscommunication.
  • People work better when the environment, tools, processes, equipment and right amount of training is provided. This will facilitate a comfortable and productive workplace.
  • Be open to suggestions and listen to your employees. Observe and find out what are the things valuable to them in performing their task. Verify their areas for improvement to address knowledge, skill and execution issues.
  • Foster a workforce that commends, recognizes and rewards exemplary performance. Simple rewards like movie tickets, dining certificates, plaques or tokens of appreciation can motivate our people to work better.

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