how far counselling helps in handling grievances in an organisation.
From India
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1From India
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Dear Sender,
Employee counseling is a vital process when handling any discipline or grievance issues. I will conduct a study on habitual absenteeism. For example, if a particular employee consistently remains absent from their duties without prior intimation, in such cases, the first step is to call them and find out the reason for their absence. Explore factors such as their family background, any family issues, bad habits, and their friend circle both inside and outside of work. Explain best practices for improvement and emphasize the importance of punctuality. Avoid providing solutions for their family or other personal causes; instead, encourage them to strive for betterment. Explain the potential consequences they may face if improvements are not made.
On the second instance of absenteeism, counsel the employee again and document their commitment to good conduct by obtaining a written "Assurance for good conduct" to be included in their personal file. If there is still no improvement, consider visiting their home, meeting with their family members in person, and informing them about the employee's absenteeism and the potential actions the company may take. Have the employee take an oath in front of their family to commit to improvement. If the issue persists, disciplinary action may be necessary.
Regards,
Bhushan
From India, Mumbai
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Employee counseling is a vital process when handling any discipline or grievance issues. I will conduct a study on habitual absenteeism. For example, if a particular employee consistently remains absent from their duties without prior intimation, in such cases, the first step is to call them and find out the reason for their absence. Explore factors such as their family background, any family issues, bad habits, and their friend circle both inside and outside of work. Explain best practices for improvement and emphasize the importance of punctuality. Avoid providing solutions for their family or other personal causes; instead, encourage them to strive for betterment. Explain the potential consequences they may face if improvements are not made.
On the second instance of absenteeism, counsel the employee again and document their commitment to good conduct by obtaining a written "Assurance for good conduct" to be included in their personal file. If there is still no improvement, consider visiting their home, meeting with their family members in person, and informing them about the employee's absenteeism and the potential actions the company may take. Have the employee take an oath in front of their family to commit to improvement. If the issue persists, disciplinary action may be necessary.
Regards,
Bhushan
From India, Mumbai
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Ideally, a grievance may involve victimization by a superior, policy, etc. If it's a case involving a superior, then a policy on harassment, including an undertaking on fair dealing, needs to be framed and implemented. If it's a case of an employee's genuine difficulty not being solved, then even company policies, structure, etc., can be changed. For example, let's consider the instance of an exit interview where the findings suggest that the company structure needs to be changed or policies need to be more flexible.
Surya
From India, Delhi
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Surya
From India, Delhi
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My past experience of a decade says that counseling is vital for any organization. I am sorry to see that in India we don't have a special person to handle counseling. We should have a counselor in whom the employees can confide and talk to on both personal and professional levels.
My experience of the past 10 years has found it to be very helpful. Even today, the employees call me in case they have any problems. That is the confidence level they have in me. I may not always be in a position to help them out, but just by lending them an ear and giving them alternative positive solutions or soothing them itself makes them feel good.
Warm regards,
Roopa.
From India, Pune
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My experience of the past 10 years has found it to be very helpful. Even today, the employees call me in case they have any problems. That is the confidence level they have in me. I may not always be in a position to help them out, but just by lending them an ear and giving them alternative positive solutions or soothing them itself makes them feel good.
Warm regards,
Roopa.
From India, Pune
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