Handling Employee Grievances: Can You Share Your Real-Life Experiences?

Can anybody discuss his or her experience handling any live grievances in the organization with me? Please, I genuinely need it. Specifically, for example, in grievances related to Employee Relations.

Deeshe

I just want the live example which proves that you faced any problem in grievance handling in your organization (Employee relations).

OR ELSE

What are the problems anybody faced in handling grievances in employee relations?

Dear Deeshe,

I would like to share the biggest crime that I ever faced in my 8-year career: a theft case by a Bangladeshi National. He stole a laptop from one of the manager's tables and was caught red-handed while trying to sell it to one of his friends. A sincere Bangladeshi employee, who is also a roommate and colleague of the thief, informed us about the deal and the timing.

We conducted an investigation as a team of 4 or 5, made an inventory of all his belongings in the company-provided accommodation, and recovered the laptop hidden in one of his bags. Subsequently, we issued him a pink slip and reported the problem to the police.

This is one scenario I experienced, and I am sharing it here. If you have any other problems within your organization, please bring them to the forum to discuss with all our professional friends. Perhaps someone has had a worse experience than I did and can offer better assistance.

Regards,
Khaiser Ali Shah
00966509928983

Hi,

It was about 20 years ago when I was working in an organization in Chennai, and an employee approached me saying that he had not been promoted since he joined the company. For nearly 20 years, he had not seen any change in his job, even though his salary was increasing. This was one grievance.

About 15 years ago, when I was working in Bangalore, a few employees approached me and mentioned that the new salary revision had made them juniors, with employees who were previously junior to them receiving a better salary increase. This was another issue raised.

I can share more of these grievances. Do you want to hear more?

Siva

List of grievances I have handled:

1. I am not well and cannot work in night shifts. Can you please help me out?
2. My supervisor is treating me badly, and he does not give me promotions.
3. My supervisor uses unparliamentary language against me.
4. The food in the canteen is bad.
5. I want a job change, but I am not given one.
6. Safety equipment is not working properly.
7. The productivity settlement signed by the union is too high.
8. My overtime calculation was wrong.
9. My salary is very low compared to other organizations; I am getting less here.

Do you want more, or is this enough?

Siva

Thank you, Siva. Now my question to you is: How did you handle them? What measures or tools did you use to overcome them, and how did you solve them?

Deeshe

Hi,

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 a serious grievance, then I won't pick up calls for 15 minutes or so.

Step 3

Discuss this grievance with the person concerned. For example, if the grievance is regarding leave, discuss it with the supervisor concerned with the knowledge of his boss. Don't directly call the supervisor and start the discussion. Keep his boss in the loop.

Step 4

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

(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 counseling 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 my advice.

Then I got into the facts, analyzed, and presented them in two sentences to the top management. The fact was that the particular workman was transferred to that specific 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 analyzed, and the facts highlighted.

It was proved that there was no IR issue here, and it was a genuine grievance. 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 to 30 days.)

Step 5

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

Step 6

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

In other words, the tools to be used are:

1. Listen carefully.
2. Define the grievance.
3. Analyze 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.

Siva

In our grievance forum, I have handled problems like:

1. Quality of food served for staff & workers are different.
2. Leave cards in third shift.
3. Employees sleeping at night.
4. Tea & coffee in the plant.
5. Bus facility or traveling for all.
6. Foremen should not be in the grade of a technician.
etc...

But I still have a question in my mind: why do you want to know what we have solved? If you have any specific problems, please put them on our forum.

Hi Siva,

It's great that you have solved so many grievances. But Siva, can you please explain to us the way you solved those problems? At least 2 or 3 examples would be of great help. Many thanks.

Regards,
Deepthi.

Hi Siva…,
Your experience is undoubtful in grievance handling and thanks for knowledge sharing.
Can you just share the experience you had in handling appraisal grievance?
Thanks,
Samrodha

Dear Deeshe,
Some grievances are mentioned hereunder:
• My supervisor is partial / biased (my leave request is never approved, I am the only one doing duties on holidays, etc.).
• Low salary structure as compared to the Industry.
• My performance appraisal has not been fair.
• I am not being trained properly for my job.
• My Job Description doesn't contain the work which I am being asked to do by my supervisor.
• Not being promoted.
• Increment % is low.
• My work is not challenging enough.
• Why my junior got more increment than me?
• My suggestions are not considered by my supervisors. They are not open to suggestions.
• My subordinates don't want to do anything which is out of their JD.
• Etc. etc. etc…
thanx,
Sweety Singh

I have had,

"u hr just don't do work, you enjoy."

"we want more girls in our company"

"do something for my marriage"

"make two days holiday in a week"

"canteen food is not good what u HR are doing" [correct time they ask when we together have lunch,]

"this is not tea, this is garam paani"

---

I have had,

"U HR just don't do work, you enjoy."

"We want more girls in our company."

"Do something for my marriage."

"Make two days holiday in a week."

"Canteen food is not good. What U HR are doing?" [Correct time they ask when we together have lunch.]

"This is not tea, this is garam paani."

Hi,

Employee relations is a wide area of HR, but I would still like to update you about the daily queries received from the employees. They are as follows:

1. Issues regarding their leave balance.
2. Issues concerning deductions in salary and salary slips.
3. Ensuring that both confirmatory and annual appraisals are done on time.
4. Managing employee exits/resignations by conducting timely exit interviews.
5. Introducing employee engagement activities such as playing games, hosting parties, arranging reward and recognition programs to motivate top performers, reduce work boredom, and boost employee morale.
6. Managing incentive payouts for employees.
7. Maintaining records of employee leaves.

Regards,

Aparna Umashankar
Senior Executive - HR

hi,
these may be some of the issues HR manager may face in an organisation.
Working out labor disputes with unions and other labor groups
• Hammering out benefits packages
• Negotiating salaries and raises
• Dealing with employee conflicts
• Hiring top-notch people
• Motivating sales staff
• Managing change initiatives
• Dealing with disgruntled, litigious employees
• Making downsizing and outsourcing decisions
• Developing leadership skills among your talent pool
• Selling new strategic initiatives to department heads
• Managing post-merger cultural acclimation
• Bringing in new management
• Working out budgetary allocations
Mahalakshmi.K

Hi, I saw the comments on appraisal grievances only today; hence, the delay in responding.

This pertains to a situation involving a worker where it is difficult to make a big distinction. Generally, in the organization, we don't disclose the ratings to workers, but they will come to know about it through the increments they receive. The union will represent. In a particular case, I was convinced about the supervisor's rating. It took some time, and I arranged for the worker and supervisor to sit with the union office bearers. The supervisor was very good, and the questions he posed to the worker were relevant. The worker agreed that he needed to improve his performance. I must appreciate the excellent job done by this gentleman in this case.

Appraisal grievances among executives are very common. Only counseling will help. I don't claim to have made much progress in this area as we really cannot solve the problem. Openness is the only solution for resolving appraisal grievances.

Siva

Hi All,

I am working in an IT company as a General HR, and could you please send me the details briefly about Employee Relations followed in the IT company? It would be really appreciable. I am looking forward to your feedback.

Thanks,
Sundar.S
HR Executive