What is Grievance?
‘Grievance’ refers to a complaint that is generally deemed genuine and valid by the authority presiding over the complaint. Concerning HR, a grievance would be a complaint by an employee regarding their colleagues or the company which the HR considers to be valid.
All major companies have grievance redressal policies in place to help the employees in case of a dispute. As most of these are directed towards HR, the organizations would easily get to know the details and can act on it to resolve it before the employee seeks help from higher authorities outside the company’s jurisdiction.
The grievances are resolved on a good-faith basis since it is a delicate matter for all parties involved. They need to be solved amicably since they demotivate the employee from working in the company and affect their performance and work environment.
▸Frequently asked questions (FAQs)
1. How to identify Employee Grievances?
There are several methods for identifying employee grievances, a few of them are as follows:
- Employee feedback: Conduct regular employee surveys that focus on groups, or one-on-one meetings to encourage employees to submit feedback on their work environment and highlight any areas that need improvement.
- Human resource records: Reviewing human resource records, such as employee turnover rates, absenteeism, or performance concerns, can reveal behavioural trends that may be related to employee grievances.
- Grievance reporting method: Providing a clear and easy reporting mechanism, such as a helpline or a web page, for employees to raise their issues.
- Supervisor feedback: Encourage managers to provide feedback on employee behaviour, such as changes in attitude or performance, to help in identifying possible grievances.
- Exit interviews: Conducting exit interviews with departing employees can provide insight into the reasons behind their departure and any grievances they may have had.
2. What is Grievance Redressal?
Grievance redressal is the process of addressing and resolving employee complaints or issues about their work environment, treatment, or payment. This process involves an organisation developing rules and procedures for handling employee grievances, undertaking fair and impartial investigations of complaints, and taking necessary action to address the issues raised. The ultimate purpose of grievance resolution is to create a healthy work environment, maintain employee happiness and productivity, and restrict the risk of legal action.
3. What are Grievance Handling Procedures?
The process of resolving complaints or issues raised by employees about their work is referred to as grievance handling. The grievance-handling method is a systematic system for addressing employee grievances. It usually consists of the following stages:
- Informal Stage: Employees are encouraged to communicate their problems with their supervisor or manager informally. If the problem is minimal, it can be solved instantly.
- Formal Stage: If the problem cannot be resolved informally, the employee might submit a formal complaint to the HR department. The complaint should be in writing and include the specifics of the grievance as well as any supporting proof.
- Investigation Stage: Once the complaint is received, an investigation starts to gather all relevant information. Interviews with the employee, the supervisor, and any witnesses may be conducted.
- Decision Stage: Based on the results of the investigation, a decision is made on the best course of action to take. Corrective action, such as changing policies or practices, or disciplinary action, such as a warning or termination, may be taken.
- Appeal stage: If the employee is not satisfied with the verdict, they may be able to appeal the judgment to a higher authority or an independent arbitrator.
