Revealed: The eight elements your grievance procedure needs
Grievances aren't about salary increases. They're about relationships, systems and incidents. If left unresolved, they fester and create negative energy in the workplace. Here are the eight elements of an effective grievance procedure you must use to help resolve your company's issues as soon as possible.
'In-house conflicts can easily get out of hand. That's why you need to have clear policies and procedures in place to deal with grievances in your workplace,' says the Practical Guide to Human Resources Management.
To do that, you need to make sure the procedure covers all its bases.
Make sure your grievance procedure contains these eight elements:
Encourage employees to lodge grievances as soon as the incident arises.
Have an exact description of what may be lodged, giving examples. For example, your policy could state that the grievance procedure can't be invoked where an employee is unhappy about disciplinary action that's been taken against him.
Include a statement that complaints should be lodged as close to the source as possible. Failure to do so undermines the authority of your managers and leaves them severely disillusioned.
Have clear-cut deadlines for the resolution of grievances.
Ensure a hierarchy of reporting grievances, so that employees can lodge complaints against their immediate line managers.
Have clear forms, designed to facilitate proper lodging of grievances.
Include a statement that the decision of the MD (the final step in lodging a complaint) is binding.
Make sure you have ongoing training for both staff and managers around the grievance procedure.
Having a grievance procedure that contains all these elements will ensure grievances are resolved as soon as possible.
Note: 5 of 1 vote