【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
How romantic it is~! 😊
https://www.youtube.com/watch?v=F2zTd_YwTvo
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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 🍎
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 4th 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!
This is Emily, if this article is helpful to you,
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Wishing you good health, peace and happiness and abundance.
Thank you again.
#whatsyouridea1996
#PolicyDesignStudio #ComplaintManager
#twotongues #Buddhism #TheOriginalVowsofKsitigarbhaBodhisattvaSutra
#EmployeeComplaint #EmployeeRelationship
#ScenseOfaWoman #Tango
