No matter how hard you try, if you employ staff there will be times when you will experience conflict in your workplace. These concerns, problems or complaints experienced by your staff are called “Grievances”. Your approach to managing staff grievances can have a significant impact on staff morale, minimise disruption and promote a positive working environment.
Grievances come in a number of guises. They can range from two employees simply not getting on, to accusations of bullying, harassment or discrimination. Unfortunately there is no “magic bullet” when managing staff grievances, and the appropriate solution is often dictated by the nature of the grievance itself. Informal counselling or mediation may resolve personal issues, whilst more serious allegations require a robust, immediate response.
Make no mistake though, regardless of the nature of grievance, employers are duty bound to investigate and respond appropriately. Failure to do so can lead to costly and complicated legal procedures.
How you manage grievances can have a significant impact on staff morale and promote a positive working environment…
The cornerstone of managing grievances in your workplace should be an effective and comprehensive Grievance Procedure that forms part of your Employee Handbook. It is essential that your staff understand what to do should they have a grievance, the correct procedure to follow, how you will respond and what to do if they disagree with the outcome.