HomeHome SearchSearch MenuMenu Our productsOur products

Use this step-by-step guide to investigate your employee's grievance

by , 15 September 2014
In-house conflicts can easily get out of hand. You need to have clear policies and procedures in place to deal with grievances in the workplace.

This is where a grievance procedure comes in. It's a tool that your employees use when they have complaints about their working conditions.

In order to deal with these grievances effectively, you need to investigate thoroughly.

How do you go about doing this?

Here's a step-by-step guide you can use to investigate your employee's grievance.


Follow these steps to investigate your employee's grievance
 

Step #1: Your investigation may either take place in front of both parties (the grievant and the accused) or you can investigate it separately.

Step #2: Once you have investigated the matter, it's important to call both parties in and try and have a discussion around the issue.

That's not all.
 
*********** Advertisement ************
 
Turn your computer into an HR Policy Writing Machine!

Get your hands on these 50 easy-to-print, fully customisable, essential HR Policies and Procedures before it's too late…

***************************************
 

Here are two more steps to follow to investigate your employee's grievance
 

Step #3: Your training around good mediation skills will be vital as to whether you resolve the issue or not. You must:
 

  • Listen to both parties;
  • Play a neutral role; and
  • Stress to both parties that there needs to be a business solution to the problem. This means neither party really has a choice – they have to resolve the matter to the satisfaction of the business.
 
Step #4: Be assertive and try and steer the conversation to ensure that a satisfactory solution is sought to enable both parties to return to work.

When it comes to grievances, always remember this point…


You must support your employee at all times.

In this article, experts behind the Practical Guide to Human Resources Management explain that it's a sign of emotional intelligence as a manager to be able to support and deal with grievances and not to take things personally. The measure of you as a manager isn't that there are no grievances (this would be unnatural, where there are people, issues arise), but rather how you manage them.

Following this step-by-step guide will help ensure you investigate grievances thoroughly and resolve disputes swiftly.



Related articles




Related articles



Related Products



Comments
0 comments


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance



Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today



Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism



This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands



Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>