3 Top Tips To Prevent Personal Grievances
Personal Grievance!- two words that send terror up the spines of employers! Firstly, here’s 4 actions by an employer that will not support an employee’s claim for a personal grievance.
Inconsiderate conduct by the employer which makes the employee unhappy or resentful.
Impoliteness from the employer (in the absence of unfairness or oppressive conduct).
Frank expression of the employer’s dissatisfaction with the employee’s performance.
The employee didn’t like the way the employer directed them on how to perform their job.
3 Top Tips
TIP 1. Act, don’t React
Before you react to a staff member who has done something wrong, consider the words you use, the tone of your voice, and where you speak to them. Pointing out the exact nature of an employee’s wrongs without thinking through the consequences first, always has dire outcomes. Running a business is stressful. Things go wrong. Murphy’s Law gets you when you least expect it. In those times, breathe and think it through. Ask yourself, does it really matter? What am I trying to achieve? What’s the best way to handle this situation? React at your own peril. Act don’t react.
TIP 2. Prepare Employees For Feedback
Employees often perceive feedback as criticism and a veiled warning their jobs are at risk. This is because the employee is not advised during their onboarding process that the company provides regular feedback to all employees. A conversation with the employee about feedback (use your own words) might go like this.
“In our company we want you to flourish, grow and prosper. We like to give feedback if we notice you doing anything, saying anything or wearing something we believe will stop you from achieving those goals. Are you okay with that? Likewise, if you notice anything happening in the workplace you believe will stop the company from flourishing and growing, you are welcome to email me and I will get back to you within 24 hours. Are you okay with that? Here’s the secret. Once an employee is aware that receiving feedback is a normal part of the employer’s policies, they are less likely to receive feedback as unfair criticism and raise a personal grievance. Preparation for feedback will reduce your risk of personal grievances substantially.
TIP 3. Act on Breaches of the Employment Agreement Quickly
Nip breaches of behaviour in the bud, quickly. For example, the first time someone is late, let them know you noted they were late and what the correct starting time is. Likewise, if they are leaving work early, remind them it has been noted and what the finish time is. If the behaviour continues you can formalise the next talk with them. Sometimes there is a valid reason. Until you know the reason you can’t assist with a solution.