Hr & Od Consultant
Hr. Khaiser Ali Shah
Hr - Consultant / Generalist
Manager Human Resource
Hr Executive
Asst Manager
Sr. Executive-hr
Hr Manager

Can anybody discuss his or her experience handling any live grievances in the organisation with me !!!plzz, i geneuinely needed. Basically e.g in grievances in Employee relations. Deeshe
From India, Hyderabad
I JUST WANT THE LIVE e.g which prove that you faced any problem in grievance handling in your organisation?(Employee relations)
what are the problems anybody faced in handling grievances in employee relations

From India, Hyderabad
Guys, what happened? 18 Views and just 1 replied, nobody faced any problem or tackle any problem ( grievances), nobody stops anyone leaving his/her company, nobody convince people for the salary issues etc etc etc......
From India, Hyderabad
What is the purpose of this question? How that will help you? Why you need that information?
From India, Mumbai
Dear Deeshe,
I would like to tell the biggest crime that I ever face in my 8 years career was a theft case by a Bangladeshi National, he Steal a laptop from one of the managers table and caught red handed while he was trying to sell to one of his friends, one of our sincere Bangladeshi employee who is also a roommate and colleague to the theif informed us about the deal and its time.
We simply go for an investigation as a team of 4 or 5 and made an inventory of all his belongings in the company provided accomodation and recovered the Laptop hidden in one of his bags. Thereafter, we issue him a pink slip and reported the problem to police.
This is one of the scenario I experienced I am adding here, if you have anyother problem within your organization then bring it to the forum to discuss with all of our professional friends, may be some one has worse experience than what I had and can help you better.
Khaiser Ali Shah

From Saudi Arabia, Riyadh
It was about 20 years back when I was working in an organisation at Chennai, an employee approached me that he was not promoted ever since he joined the company. That is nearly 20 tears ne never had seen a change in his job eventhough his salary was increasing
This was one grievance
About 15 years back when I was working at Bangalore, few employees approached me and said that the new alry revision has made them juniors and the employees whoi were junior to them got better salary increase
This was another
I can add more and share these grievances
you want more??

From India, Chennai
List of grievances I have handled
1. I am not well and can not work in night shifts Can you pl help me out
2. My supervisor is treating me badly and he does not give me promotions
3. My supervisors uses unparlimentary language against me
4. Food in the canteen is bad
5. I want a job change but I am not given
6. Safety equipments are not working alright
7 Productivity settlement signed by the union is too high
8 MY Over Time Calculation was wrong
9 Salary is ver low and compared to other organisation I am getting less here
You want more or is this enough??

From India, Chennai
Thanks, Siva, but now my question , to you is, how you handled them , what measures or tools you used to overcome from it, how did u soved them. Deeshe
From India, Hyderabad

Step Number 1

At least closer to 50% of the grievances are imaginary This is the first presumption generally people have

I will start with a belief that all grievances are real

So when I talk to the person coming to me with a grievance, he feels I am genuine in attempting to resolve their grievance/

Step Number 2

I will offer him or her a seat and devote time to listen carefully. If it is serious grievance, then i wont pick up calls for 15 minutes or so

Step 3

Discuss this grievance with the person concerned. For example, if the grievance is on leave, discuss with the supervisor concerned with the knowledge of his boss. Dont directly call the supervisor and start discussion. Keep his boos in the loop.

Step 3

Analyse and find out the truth in the grievance. If there is truth, then find out a way to resolve.

(One example : In a factory where I was working as Head of HR, suddenly there was a drop in production in one particular Department and the Concerned departmental head started putting the blame on the union and a particular workman. When I spoke to the Workman , he came out with grievances including discrimination,improper training etc. The matter became very serious and my efficiency in handling the situation was questioned. I was counselling the HOD

I was convinced in this case that there was some truth in the grievance of the workman and I highlighted this to my peer group. But unfortunately none heeded to my advice.

Then i got into facts analysed and presented in two sentences to the Top Management The fact was that particular workman was transferred to that particular machine just 15 days back and no training was imparted to him. he also seemed to have expressed his opinion that he may take more time to learn and his learning history had always been poor.

All job cards pertaining to this workman were analysed and the facts highlighted

It was proved that there was no IR Issue here and it was a genuine grievance and the Top Management took a decision to replace that workman with another and found a suitable job for him The entire process took nearly 20 days to 30 days)

Step 4

Be neutral whatever may be the criticism you face. Over a period of time they will appreciate

Step 5

Do not jump at any conclusion Discuss with all, gather data, and do not express opinions in the process

In otherwords the tool to be used

1. Listen carefully

2. Define the Grievance

3.Analyse with past data and present data

4.Discuss with peer group and the person concerned

5.Try to make people meet and resolve

6. Be neutral

7 Be firm

I hope I make some sense



From India, Chennai
hi, Iam thakur mothi, we r good friends :lol:
From India, Mumbai

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