Employee Grievances from Informal Chats: Can We Share Them with Management as Hard Data?

I am an HR professional, having floor-level connect.

Can employee grievances collected over informal discussions be given to management as hard data? Also, how appropriate is it to disclose names of aggrieved employees and their counterparts of the grievance.

Dear friend,

Grievances are always grievances, if they are genuine irrespective of the sources from which they are collected. How to bring them to the notice of the higher authorities for taking appropriate remedial measures depends upon your communication skills so that unnecessary escalations can be avoided.

Hi, whatever discussion took place during a one-on-one meeting can be documented and forwarded to management. The purpose of a one-on-one session is for management to understand employees' views on day-to-day employment practices and to take corrective measures if necessary or to explain situations to employees.

However, presenting an exact translation to management "as is" shared by an employee may aggravate management. For example, instead of stating "Mr._____ was very angry about the company's policy decision," the same information can be presented in more polished words as "Mr.____ expressed his concern over the company's policy decision." Effective communication is crucial.

Communication matters greatly in conveying feedback and concerns accurately and respectfully.

Thank you.