Whatsyouridea1996 您說呢?!: 【#BusinessManagement ; Know the #Purpose first】Dealing with employees’ complaining others 20220713002

Friday, December 23, 2022

【#BusinessManagement ; Know the #Purpose first】Dealing with employees’ complaining others 20220713002

【Know the #Purpose first】Dealing with employees’ complaining others 20220713002

First of all, I would like to share something not related to complaint but things I like😁 , The Tango - Scent of a Woman (4/8) Movie CLIP (1992) HD：#ScentofaWoman

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This article is under the category of：Something aboutBusiness Management

Hi, this is Emily from Taiwan, the author of Whatsyouridea1996 blog, Apple 🍎 is my Taiwanese name, its pronunciation is Pong –Go 😊 ! Before you read this article, please forward to 3 of your friends to invite them here. Thank you so much!

Preface…

Content of this article is focusing on those complaining on 【people working in the same company】, rather than work equipment, welfare or work policies issue etc.

If what employees’ complaint are true, and those things have already caused negative impact, those things surely need to be properly dealt with. However, if not, it becomes rumors, then we need to make more effort to handle it, why?! It’s the 【complainers’ work integrity and discipline’s 】 issues, disrupting work environment and negative influencing work morale, sometimes, it involves in related law disobedience problems；if that is not handled properly, it also causes some invisible and unnoticed impact：rumors creators two-tongue(Note1) negative karma for themselves, and, bystanders or people who ignored it will also get bad influence ( regarding words in green, I knew it from karma stories).

Usually, employees’ complaints managing persons are 【employees’ immediate managers】, 【specific responsible department is HR】, or, 【a specific influential individual or manager and employees trust this person】. Is there someone else suitable to handle it?

Dealing with things related to 【people】 is usually much more complicated than those with other things, because 【people】 are able to think, if we’re not managing it carefully, it may cause lawsuit by them. Do you agree?

Note1：People of 【two tongues】 in Buddhists world means people telling tales, in The Original Vows of Ksitigarbha Bodhisattva Sutra, it mentioned this behavior would cause rumors creators getting karma of being sentenced to go to hell.

Purpose

Exchange idea with you. Please share your related experience or opinion with us.

There are lots of resources of Employees Complaints Form in the internet, so, I didn’t build up any of it for sharing here. If you have a perfectly built and would like to share via this blog, I thank you so much and please send it to me with a written authorization by creator or your company, and I’ll post it and attach your company’s name or the creator’s in this blog and those social media I usually paste my notice there ( Linkedin, facebook, and twitter sometimes ). Please send to：whatsyouridea1996@gmail.com , thank you.

Sharing: Dealing with employees’ complaining others

A. What?! Need to create a 【policy】 for managing employee complaint?

Sure, and more than that, it needs a case numbering rule! 😬

Please be advised about the 【#Determination #Communication #Improvement】How to know Group HQ HR policies have been followed by all the subsidiaries globally??20220705001 , and utilize the item 17 in Group HR Meeting Note, and the subsidiaries side report related work progress to HR periodically.

There are ways to create a 【policy】, to build in a complete way is to set up a written work procedure (please refer to：#PolicyDesignStudio), or, to build up a standard work process for compliance at least, and, introduce how it will be managed at new-hired orientation program.

Considering all related wording, such as 【complaint】, 【opinion】 or 【suggestion】 or【proposal】, I suggest using 【employees mailbox】integrating and simplifying all kinds of similar works, it can also avoid misunderstanding its true meaning accordingly. Please share with us how your company dealing with it?

B.7 controls point in related work procedures

1. To do related training and conclude it in new-hired orientation, ensuring all the employees know how to deal with it and how it will be handled. Please refer to the diagram in 【How to 【write/build】 ? 2008000201】 to know the advised overall policy implementation work process from drafting to announcement.

2. Employees complaint purpose, managers’ work role and responsibility for it, keeping formal work record. Some complainers just want to release their work pressure from being asking for achieving work targets, no one has made them unhappy intentionally. In order to not wasting time and cost in dealing with these kinds of situation, it needs to follow a formal work procedure, fill up a form and be numbered, confirmed and signed by complainer, by doing this way, complainers would take it more seriously in creating a formal case or not. Some company has already developed an 【employees talks】 in intranet platform for their work staffs exchanging idea and delivering emotion, sometimes, related work departments will give response to questions discussed in this platform, it is also a kind of employees relationship implementation and do it in a positive way, smaller work issues be solved and much work time be saved and enhance work efficiency at the same time.

- Complainers immediate supervisors need to know and dealt with the case first, it is one their work obligations and rights. Supervisors no need to be responsible for things happened to their team members if they are skipped and not receiving the notice/report in the procedure. Do you agree with this? Jump level report is not allowed.

Because of some reasons, team members dare not to discuss with their managers about dissatisfaction on works, they go to HR or the responsible department directly for seeking for solution. In my opinion, all office workers are already adults, we need to guide them to talk to their work supervisors directly, and, if their supervisors ignore or solving problems passively, then the complainers can talk to the complaint manager, it is the complaint manager to hold related meeting for this staff, staff’s manager and complaint manager totally 3 parties discussing all the issues( it may involve the 4^th party which causing the root causes). Finally, the discussion needs to be formally written as a meeting minute and do the improvement follow up work by this complaint manager.

There is no rule without 【exceptions】：

Complaints 「allowed 」 not to report to immediate supervisors but to complaints managers are those related to these supervisors doing something against the law or fraud, this kind of behavior is usually explained by legal department to employees about the to define it and encourage employees to raise related questions for further clarification.。

Therefore, employees who are dissatisfied with their immediate supervisors should be encouraged more to communicate directly with their immediate supervisors：

->logic 1：Supervisors have work expectation on team members and it is surely vice versa. It is encouraged to them to communicate directly, if they talk to each other indirectly at the first time, it increases doubt and guess in between these both side and the difficulty to communicate further thereafter. Companies should guide employees to raise the discussion about expectation on their managers and those required interaction attitude by them.

->logic 2：If team members talk to others about their managers’ weakness rather than discussing with the managers first, do you think these team members acting properly and politely?!

3. Keep confidential and make judgement neutrally.

4. Collecting and verify evidence.

To collect opinions or explanation from people whom been complained; if the case is significant, it is required to arrange the both side doing 【face to face communication】, that is, the complainers, the complained and the complaint managers to do a 3 parties communication together.

5. Communicating and observing its materiality.

This is a kind of work extension of above item 4, and the company needs to perform these 2 things before and after its meeting, its purpose is to verify the truth before communication and to confirm related improvement work progress after related case conclusion meetings.

6. To inform related parties about their legal responsibility in this investigation procedures and to keep investigation related work record formally.

Let everyone involved knows their legal responsibility if they provide fake record and do harmful behavior toward others’ reputation and, the cause if required work improvement is ignored intentionally. Guide relevant persons to face up to the appropriateness and legitimacy of their actions in the very beginning.

7.For the purpose of business long term development, protecting companies’ and employees’ reputation, all the work procedures need to link to code of conduct related to punishment or reward section, business or organizational development policies and required action to be taken.

Sometimes, there is not only one dimension of the overall work environment will be influenced by the truth of employees’ complaints. For example, there are employees complaining about unfairness existing in work performance assessment due to managers’ personal preference toward team members. No matter it is true or not, the company needs to review work performance assessment procedure and check whether there is any possibility or lack of controls causing potential unfairness in performance reviewing procedures and it needs to take required action to implement related policies accordingly.

Do you have any other idea? Please share with us. Thank you!

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