Not all grievances or management issues can be waited till when things go back to normal. Some need to be dealt with now, and very carefully. When nothing around is “normal”, it is very hard to hold anyone accountable. There are suddenly more chaotic circumstances and disputes, as well as obvious hardships and barriers to reach a solution. A lot of the familiar processes and systems can’t be followed anymore and need to be updated.
Consequently, maintaining a positive sense of community and good relationships is imperative, now more than ever. What people have gone through and still are going through in the pandemic is going to create a legacy. This legacy will help to predict how successfully the companies will deal with the new world post-Covid-19 and move forward together. When it comes to dealing with grievances of employees, it is all about being generous and reasonable, by showing understanding and support. The government has asked all the employers to follow up on any grievances of the employee without delay.
Defining the grievance-
Employee grievance can be described as the disappointment caused by the difference between expectations and reality. The grievance may or may not make sense or be justified, but either way, should be handled with utmost care. A considerable time should be invested by the human resource manager to talk to the employee and understand their problems. Identifying what is troubling the employee can be a challenge for personal management. However, there are certain ways through which you can come to know that your employees are going through something-
One of the most important things that an employer should consider are the types of grievances of employees. Whether they should wait or act upon it quickly. If it’s an appraisal issue, some work-related complaint, there is no reason as to why the companies can’t solve it remotely. If the grievance is more personal, it needs to be handled more carefully thinking about the impact on the staff in the present and the future. Will waiting to solve the grievances end up worsening their condition or have negative implications on their health and well-being, all these things need to be considered. Normal human behaviour reflects a lot about what an employee is going through, and every human resource manager should have a considerable vulnerability to handle such a grievance. Daily observation can be an ingenious idea. Periodic group meetings, one on one conversation, employee counselling sessions and collective bargaining are the best scenarios where direct observation can prove to be highly effective.
Suggestion boxes and surveys-
Most of the time HR managers fail to help their employees as the employees feel scared or ashamed to discuss their grievances. The best way to solve this is by placing anonymous suggestion boxes at various places in the office. Additionally, now that employees are working from home, the question is how to handle grievances of employees remotely. This can be done by regularly creating an anonymous poll taker where certain questions about their meant health being can be asked, or if they need any changes to be made.
Acknowledge and take action-
The employees will never come forward with their grievances if they feel that their thoughts and feelings are going to go down the drain. Thus, it is very important for the HR manager to lend a sympathetic ear to all the employees, let them know that they are available for them, or just a call or text away. Additionally, if the HR manager finds the reason for grievance valid, they should immediately take an action towards it, as actions speak louder than words.
Uproot the main cause of grievance-
With employees working remotely from home, it has become much harder for the HR managers to find the cause of employee grievance. Not having the option to have face-to-face conversation makes it difficult to understand what the employee is going through. There may be many reasons for the employee feeling unhappy, such as the fear of contracting the virus, staying in isolation, not being able to meet with friends and family, and many more. It is essential that the HR manager indulges with the employee in a heart-to-heart conversation and tries to know the root cause of their problem, and then if possible, work on solving it.
Schedule daily check-ins-
With not being able to see the employees face-to-face, it becomes important that a daily session is held to ask them about their day and their well-being. It could be arranged as a chat, audio call, or video call. This will make the employees feel safe and valued, and they will open up after a while as they know their grievances do matter.
Till the time the companies are working remotely, it remains important that the mental health of their employees should not be compromised regardless of remotely working conditions. The employers should continue to maintain a positive attitude and keep inspiring their workers that everything will be normal soon.
Pocket HRMS provides information on how to manage the mental health of your employees easily. To know more, read our other blogs here.