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Use these six tips to resolve your employee's concerns swiftly

by , 21 February 2014
If you're one of those employers who dig in their heels when it comes to resolving employee concerns, continue reading. Today we reveal six tips you can use to deal with this issue.

Your Office Coach says 'as a manager, an important part of your job involves addressing the problems and concerns of your staff.'

If you don't do this, you're shooting yourself in the foot because employee will feel as if you don't care about their needs and they won't be loyal to your company.

The Practical Guide to Human Resources Management shares the above sentiments. It says, you need to offer your employees more than just a salary at the end of the month. You also need to ensure you retain valuable staff members by building their loyalty to your company. And one way to do this is to address their concerns.


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Here's what you need to do to dismiss him correctly without landing at the CCMA.


Here are six tips you can use to resolve employee concerns quickly

#1: Don't wait for your top performers to resign. Be proactive and ask them what makes them stay at the company, why they'd leave and to let you know as soon as they become unhappy.

#2: Ask them what steps you can take to address problems they've raised.

#3: Ask them to describe their ideal job or where they'd like to be in the next few years. You must work together to develop a plan to achieve this.

#4: Ask them if they'd recommend your organisation as an employer of choice. If not, ask why so you can address their concerns.

#5: Set up employee focus groups or discussion forums. If employees feel intimidated or can't be honest on a one-to-one basis, create anonymous online discussion forums to get direct, honest feedback on any topic.

#6: Use pulse surveys. Do periodic email surveys of a sample of employees to get a 'pulse' of the organisation. This way you'll be able to identify new issues and trouble spots.

Important: The end of a conversation about an employee concern should be a clear agreement on what happens next, says Your Office Coach.

'There may be things that you want the employee to do, such as provide more information or talk directly with a colleague. For your part, you should be explicitly clear about whether you can do anything about the situation and if so, what your next steps will be.'

Remember, if you want to attract and retain the right people, you must understand the core motivations of your staff. So make sure address concerns swiftly.

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