I need ideas for handling the grievances of people which do not come in written form. There are many complaints regarding behavioral issues of a department head, however, the juniors only complain verbally.
Swati
From India, Pune
1Swati
From India, Pune
Dear Swati, For this we have a evaluation model, PE 360 degrees. You can use it as a weapon on seniors. Regards, shiv
From India, Bangalore
From India, Bangalore
Hai Swati please dont accept those verbal complaints,you hear it as you are interested but dont take action you will be in trouble if they force you ask them to give you complaints in written.
Regards,
From India, Coimbatore
Regards,
From India, Coimbatore
Thanks Divya. I have been listening all these days. i can see the problem growing but cannot do anything without written evidence. that’s why thinking of some alternative method. Swati
From India, Pune
From India, Pune
Dear Swathi,
It is as simple as you have evaluated your teacher/lecturer in school. The evaluation form will be issued to all the team members, with out acknowledging names, they have to write the feed back on the supervisor.
Regards,
Shiv
From India, Bangalore
It is as simple as you have evaluated your teacher/lecturer in school. The evaluation form will be issued to all the team members, with out acknowledging names, they have to write the feed back on the supervisor.
Regards,
Shiv
From India, Bangalore
It is a strange case. No one will give you in writing , Your first weapon should be " ask them in writing with signature and date"
then half of complaints will comedown. Even , if you entertain complaints verbally , they will not stand by next hour as we see in many cases. You should deal with them tactfully , it requires a bit of patience .
Hope you understand the situation and act.
B.Dakshina Murty
Manager - HR & Admn
From India, Hyderabad
then half of complaints will comedown. Even , if you entertain complaints verbally , they will not stand by next hour as we see in many cases. You should deal with them tactfully , it requires a bit of patience .
Hope you understand the situation and act.
B.Dakshina Murty
Manager - HR & Admn
From India, Hyderabad
Dear Swati,
Draft a policy on grievance handling get it approval from Top management & communicate to all workers/staff/managers.
In the complaint form,you have to fill on behalf of employee or help them and get them singnature,there should be policy that no one disclosed the name of the complainent except few top managers know the his/her name.
You should put suggestion box/arrange complaint register where they can drop their complaint and after every 15 days ,the drop box to be opened by the authorised person then get enquiry on this,monitor the issues,call to the complainant & ask the incident/issue on details then analyse & take appropriate action.
Best Regards
Sajid Ansari-Delhi
there should be few top management invo
From India, Delhi
Draft a policy on grievance handling get it approval from Top management & communicate to all workers/staff/managers.
In the complaint form,you have to fill on behalf of employee or help them and get them singnature,there should be policy that no one disclosed the name of the complainent except few top managers know the his/her name.
You should put suggestion box/arrange complaint register where they can drop their complaint and after every 15 days ,the drop box to be opened by the authorised person then get enquiry on this,monitor the issues,call to the complainant & ask the incident/issue on details then analyse & take appropriate action.
Best Regards
Sajid Ansari-Delhi
there should be few top management invo
From India, Delhi
Hi,
1. Grievances whether verbal or written are feedbacks. They are equally important and should be encouraged. Also should be addressed in time before it becomes unsurmountable. Since the employee has approached you, make your impartial assessment about the matter. Take input from other sources. Arrive at a decision whether to counsel or leave it being trivial.
2. Culturally matured organisations mostly uses verbal method of grievance handling. Open door policy of some Top Management is the result of this approach.
Take care.
Tunar
From India, Ahmadabad
1. Grievances whether verbal or written are feedbacks. They are equally important and should be encouraged. Also should be addressed in time before it becomes unsurmountable. Since the employee has approached you, make your impartial assessment about the matter. Take input from other sources. Arrive at a decision whether to counsel or leave it being trivial.
2. Culturally matured organisations mostly uses verbal method of grievance handling. Open door policy of some Top Management is the result of this approach.
Take care.
Tunar
From India, Ahmadabad
Dear Swati,
Better way keep one register in office to note grievences from employees and do keep in inspecting daily for the actions on them.Those who have a serious complain will write in the register.
Think over it...
Regards,
Sdd.
From India, Thana
Better way keep one register in office to note grievences from employees and do keep in inspecting daily for the actions on them.Those who have a serious complain will write in the register.
Think over it...
Regards,
Sdd.
From India, Thana
Dear All,
In the current world scenario dont expect everything in writing. Certain things need to be discussed verbally and actioned. Tunar has clearly and correctly written. Many organisations these days follow open door policy hence one need to address this problem maturely and wisely. You need to undertand the perspective of the problem, whether the info provided is correct and how much important it is i.e. the level of grievance and then take action based on the findings ..YOU CANNOT IGNORE SUCH A GRIEVANCE WHICH IS VERBAL IT IS AS IMPORTANT AS ANY OTHER WORK PROVIDED IT HOLDS TRUE...
From United Kingdom
In the current world scenario dont expect everything in writing. Certain things need to be discussed verbally and actioned. Tunar has clearly and correctly written. Many organisations these days follow open door policy hence one need to address this problem maturely and wisely. You need to undertand the perspective of the problem, whether the info provided is correct and how much important it is i.e. the level of grievance and then take action based on the findings ..YOU CANNOT IGNORE SUCH A GRIEVANCE WHICH IS VERBAL IT IS AS IMPORTANT AS ANY OTHER WORK PROVIDED IT HOLDS TRUE...
From United Kingdom
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THE ESSENTIAL PERQUISITES OF A GRIEVANCE HANDLING PROCEDURE.doc
Grievance Handling Handbook.pdf