How to Handle Employee Complaints: Tips From HR
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- čas přidán 3. 04. 2023
- Inevitably, conflict arises when people collaborate, and in this episode of the Hire Calling Podcast, Pete and Ricky discuss how to handle employee complaints. Ricky outlines the essential measures to address employee grievances and shares some important guidelines to follow and avoid.
A significant portion of an HR practitioner's duties entails actively listening to individuals, empathizing with their concerns, and guiding them through the process. If you're struggling with managing employee complaints or seeking motivation, tune in to this episode for valuable insights.
Advice for handling employee complaints:
1. Have a plan, assess the severity of the situation, and decide if you need to get involved.
2. Listen carefully without interruption, explain the open door policy, and maintain confidentiality.
3. Be available, listen to both sides, and avoid picking sides or making unrealistic promises.
Additional resources:
1. How to Manage Workplace Conflict: www.4cornerresources.com/blog...
2. How to Build and Maintain a Positive Work Culture: www.4cornerresources.com/blog...
3. Strategies for Supporting Employees in the Workplace: www.4cornerresources.com/blog...
4. How Employers Can Reduce Stress in the Workplace: www.4cornerresources.com/blog...
HR’s job and is to deny deny deny! Truth is us as advisors are also worried about being the next person in line to receive a grevieanuce and how the outcome of the case could also reflect on us and our job.
Just got promoted ….this definitely helps !!!!
Congratulations!! Glad we can help and good luck in your new role!
Thanks for this video! When HR receives a complaint from an employee about the employees supervisor and has to do an investigation where the employee names witnesses should you mention to the witnesses the employee and supervisors name? The employee has stated that coworkers have come up to her and stated that it is unfair how the supervisor treats her.
Great question! A general rule of thumb when conducting an investigation is you don't want the accused or witnesses leaving your investigation meeting with more information than what they walked in with. That's said, an investigator should ask non-identifiable questions about the incident. For example, if you're conducting an investigation that Manager Mike inappropriately touched employee Maggie and you're asking witness Josh about it, instead of asking: "Did you see Mike touch Maggie?" you should ask "Did you happen to see any inappropriate behavior last week during lunch?" If they truly didn't see anything they don't know who you're talking about. Or at least they didn't get any names from you (Depending on the issue its not hard for the witnesses to put "2 and 2" together on who was involved, but they won't get it from the investigator).
Also, at the end of every investigation meeting all people involved should be reminded of the "no retaliation" policy. IF retaliation is happening the employee should go to HR ASAP.
Hope this helps!
@@RickytheHRguy Thank you, this is very helpful!! :)
LIAR!
How can I, as a supervisor, protect myself from a worker who, without any basis, makes up a story and goes to HR to complain? I should also mention that the same person did the same to the supervisor before me.