How to deal with employees complaints and grievances

The company has put in place a number of systems and regulations to ensure that employees do their jobs. However, it is impossible for enterprises to ensure that employees are happy and free from grievances through the system. Although the system is detailed and severe, the rewards and punishments are also very appropriate, and the boss also has a strong sense of majesty and deterrence.

Employees often adopt the method of avoiding disasters, with bad intentions in their hearts, and they are respectful on the surface, but they are not convinced in their hearts. So how to deal with the unhappiness and resentment of employees? First of all, the business owner should know where the employees' grievances come from, generally speaking, from the arrogance and insincerity of the business owner.

Secondly, there is no problem of size and degree of grievances against employees, and it cannot be said that employees basically have no complaints. In dealing with grievances, it is not about the size, but about the nature of it, that is, the separation of employees and business owners.

It's good for a company where its employees are genuinely happy and has a strong culture of positivity. If an employee of a company has occasional grievances, it is normal to deal with them appropriately. If a company has a lot of grievances and complaints, the company is indeed dangerous.

But if a company basically can't hear complaints, can't see the grievances of employees, and the work just can't be done, that is to say, if a company has hidden grievances, the danger is far greater than the explicit grievances. (: Wang Qian).

Give them more perks.

When people encounter unfair treatment, they will complain. In fact, complaining is a very normal psychological emotion, which helps to alleviate the inner unhappiness, so managers do not need to panic about employees' complaints, and must be treated normally. The complaint itself is not terrible, but the terrible thing is that the manager is not aware of it, or the response to the complaint is slow, so that the complaining emotion spreads, which will eventually lead to the chaos and intensification of contradictions in management.

In the face of employees' complaints, let's analyze them in detail:

1. One-on-one discussion.

When a subordinate is found to be complaining, the direct supervisor can find a separate environment to have a one-on-one interview with the complaining employee, so that he can complain without fear, and all you do is listen carefully. As long as the supervisor can get the employee to complain in front of you, the job is half the battle, because you have gained his trust.

2. Sincerely thank the employees for their questions.

Tell the employee that no matter what, the question he asked caught your attention and that of the company. Commit to addressing these issues as soon as possible, and be sure to give a timeline for the next feedback.

3. Analyze the nature of employee complaints.

Determine whether an employee's complaint is a general problem or an expression of their personal emotions, and determine whether it needs to be fed back to the relevant departments or management of the company.

4. Propose solutions.

If the complaints are trivial or easy to find out the cause during the interview, stop them in the bud. If it is a legal or psychological problem, it is necessary to seek other assistance in a timely manner. If an employee's complaint is about a specific job within a department or company, the supervisor needs to thoroughly investigate, understand the cause of the problem, and communicate within or between departments to resolve the problem as much as possible.

5. Open discussion within the company.

For some dilemmas that lack effective solutions, supervisors can openly solicit suggestions from employees, collect and integrate these suggestions, and appropriately address them.

6. Feedback the results to employees.

Tell the complaining employee about the final outcome of the problem. It is important to provide effective feedback so that employees know that their opinions are valued and understood by their supervisors and the company, which can not only quell employee dissatisfaction, but also form a healthy problem-solving mechanism within the department.

Complaining people can be seen everywhere complaining often and talking about these words it is complaining. In the workplace, many people will complain about the company's system, they will complain, they can complain, they can complain, they can complain, they can complain, but they never reflect on themselves, they don't think about how to solve the problem. Complaining becomes a lot of people because of the constant complaining, making them more and more rude in the workplace instead of leading, and also being alienated by colleagues without helpless loneliness.

While it's possible for you to solve the problem, you can't solve the problem completely, just like the analgesic standard isn't true. We all know that complaining badly shouldn't be complained, but sometimes it still can't stand it. I know it's not good to complain, but I'm still complaining because complaints can also bring benefits.

When you are sick, you complain that your health is healthy. Not only is it your attention, but it can also win everyone's sympathy and get a reasonable reason to reject something you don't like. At work, for the same reason, you can complain about computers, job switching, etc.

Although, sometimes it works, it doesn't always work, and it's just lucky. It's inevitable that you still need to keep working when you complain. Sometimes, we complain that others can make changes, which is a misconception of complaints.

When you complain about someone, the other party will only think that you are complaining about this and will not make any changes to it, so complaining that it is not working, it is better to complain and it is better to communicate directly with the other party.

Whether it's life or work, sometimes complain, just to vent your heart's anger and dissatisfaction, and relieve the pain in your heart. Complaining at this point is like blaming each other and saying that the other side is wrong. This whining is just a quick tongue.

In fact, it doesn't have any bad effects on the other side. Whether it's complaining about it behind its back to tell someone bad, this complaint is that it's white. Seek mental balance.

Since complaining can't change anything, it's best to stop complaining. The most critical thing about this method is to exercise your words and actions, and to consciously control and change your thoughts and behaviors.

Write down your gains and deserve to be satisfying every day, and you will find your changes. You will pay attention to the good things in life and will have a more optimistic attitude towards life. Complaints will only keep you away from what you want, so we have to get rid of them.

Attracting rules and complaints will only make your life worse, but life will be the same compared to your positive and optimistic treatment. Take your own mouth and stop complaining, and you will find that life becomes more beautiful, there are no more problems at work, and all problems can be solved.

If you want to help them adjust this mentality, you must first lower their expectations and make them more easily satisfied, so that there will not be so much resentment, and secondly, let them be open-minded.

Although this job makes employees resentful, but these employees do not choose to leave, then they should adjust their mentality and work hard, after all, this job can give you a better life.

Find a suitable time to communicate with employees, hoping that there is something that can adjust their mentality, so that they will make their work better and better, so that employees will slowly adjust their mentality after listening.

For such employees, they should be enlightened in time, and this bad mood should not be allowed to spread, and it is enough to guide them with some good rewards.

You should think about the reasons why you are not doing well, make a summary, and improve your work ability. So you don't have to complain all the time.

Communicate with him more, listen to the reasons for his complaints, and then enlighten him according to the reasons. Some people can listen to it, some people can't, and those who can't listen don't need to bother to speak.

a. Be open to complaints

Complaining is nothing more than an outlet, and he needs an audience, and these listeners are often the part of the people he trusts the most. When you find that your subordinates are complaining, you can find a separate environment for them to complain without any concern, all you need to do is listen carefully. As long as you can get him to complain in front of you, you're halfway to the job because you've gained his trust.

b. Try to understand the cause

Any complaint has its own cause, and in addition to understanding the cause of the incident from the complainer, the manager should also listen to the opinions of other employees. If the complaint arises from a colleague relationship or a departmental relationship, be sure to listen carefully to the opinions of both parties and do not take sides. Managers should not make any remarks until the matter is completely clear, and premature statements will only make things worse.

c. Equal communication:

In fact, 80% of complaints are about small things or unreasonable complaints, which come from the habits or sensitivities of employees.

Such complaints can be resolved by communicating with the complainer on an equal footing. Managers should first listen carefully to the complaints and opinions of the complainers, and then answer the questions raised by the complainers carefully and patiently, and criticize the unreasonable complaints of employees in a friendly manner. Doing so basically solves the problem.

The other 20% of complaints need to be dealt with, often because of problems with the company's management or the work of some employees. The first thing to do is to communicate with the complainer on an equal footing, calm them down first, stop the spread of complaints, and then take effective measures.

d. Processing result:

Eighty per cent of the complaints that need to be addressed are due to management chaos. Since only 20% of employees are derelict in their duties, standardizing management processes, job responsibilities, rules and regulations is an important measure to deal with these complaints. In standardizing the management system, the principles of democracy, openness, and fairness should be adopted.

The company's various management norms should first allow the parties to participate in the discussion and jointly formulate, and the formulated norms should be open to all employees and deeply rooted in the hearts of the people, so as to ensure the fairness of management. If it is an employee's dereliction of duty, punishment measures should be taken against the parties in a timely manner, and try to be fair and strict.