Grievance Report Assistance Needed
I am working in the hospitality sector, and there are many employees who are not satisfied with their salary increments. Therefore, I need to create a grievance report. Please assist me with this process and provide guidance on the total procedure for handling grievances.
Thank you.
Regards
From India, New Delhi
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I am working in the hospitality sector, and there are many employees who are not satisfied with their salary increments. Therefore, I need to create a grievance report. Please assist me with this process and provide guidance on the total procedure for handling grievances.
Thank you.
Regards
From India, New Delhi
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“It is not always who is right and who is wrong. But it is always what is right and what is wrong.”
The grievance process must be clear and simple. It must be well-defined. There should not be any delay in the grievance process as it might result in a crisis.
Steps in Grievance Handling Procedure:
Identify the grievance and acknowledge the same. Listen carefully to the complainant. Define the grievance clearly. Gather complete information with facts and figures. Analyze and search for multiple solutions to the grievance and finally select the best feasible and possible solution and implement the same. Ensure that there is follow-up at each stage for a successful grievance procedure.
Prescriptions During Grievance Procedure:
• If you are not the appropriate person, refer to the right person.
• Spend adequate time with the complainant.
• Be cool and composed during the process.
• Check for facts and figures rather than hearsay.
• Practice attentive listening skills.
• Find out what bugs the complainant.
• Don't have any preconceived notions about the involved parties.
• Don't threaten people.
• Always try to settle the grievance at the lower level amicably rather than dragging it to higher levels where it might become more complicated.
• Conduct the grievance hearing privately.
• Make necessary changes if there are any irregularities in policies and procedures.
• Keep the entire grievance process confidential.
• Always make the process win-win.
As per my opinion, there must be a work analysis of each and every employee. The details of his/her duty hours, what work he/she does, what his/her contribution is for enhancing the organization, and to what extent he/she is contributing. This must be placed before each and every employee. It will work as an eye-opener. Having seen the mirror of their contribution, they will be more likely to accept your increment, whatever has been implemented.
Regards
Ankita
Executive HR
“A candle loses nothing by lighting another candle.” In other words, be willing to help others and share your knowledge and insights with others who may benefit.
From India, Patna
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147The grievance process must be clear and simple. It must be well-defined. There should not be any delay in the grievance process as it might result in a crisis.
Steps in Grievance Handling Procedure:
Identify the grievance and acknowledge the same. Listen carefully to the complainant. Define the grievance clearly. Gather complete information with facts and figures. Analyze and search for multiple solutions to the grievance and finally select the best feasible and possible solution and implement the same. Ensure that there is follow-up at each stage for a successful grievance procedure.
Prescriptions During Grievance Procedure:
• If you are not the appropriate person, refer to the right person.
• Spend adequate time with the complainant.
• Be cool and composed during the process.
• Check for facts and figures rather than hearsay.
• Practice attentive listening skills.
• Find out what bugs the complainant.
• Don't have any preconceived notions about the involved parties.
• Don't threaten people.
• Always try to settle the grievance at the lower level amicably rather than dragging it to higher levels where it might become more complicated.
• Conduct the grievance hearing privately.
• Make necessary changes if there are any irregularities in policies and procedures.
• Keep the entire grievance process confidential.
• Always make the process win-win.
As per my opinion, there must be a work analysis of each and every employee. The details of his/her duty hours, what work he/she does, what his/her contribution is for enhancing the organization, and to what extent he/she is contributing. This must be placed before each and every employee. It will work as an eye-opener. Having seen the mirror of their contribution, they will be more likely to accept your increment, whatever has been implemented.
Regards
Ankita
Executive HR
“A candle loses nothing by lighting another candle.” In other words, be willing to help others and share your knowledge and insights with others who may benefit.
From India, Patna
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