The workforce is the beating heart of any business organization. Without a focused workforce, many businesses will be challenged to reach their daily production quotas and goals. But even though many employers want to ensure that daily operations are running smoothly, there will be instances that employees will have differing opinions and agendas, which could often lead to disputes.
That said, the last thing that employers want is an organization where everyone is not united in working towards a single goal. Many employers, especially those who manage small businesses and startups, will need to take up many organizational hats. A part of an employer’s work is by handling the complaints and grievances of employees.
In most cases, larger organizations already have a functioning human resource department that can effectively solve disputes and reach a middle ground between different parties. Not only will this keep most employees happy and satisfied, but this can also decrease the likelihood of unions.
How Do You Handle Complaints and Disputes?
Just to set your expectations, there’s no be-all-end-all solution when handling employee disputes and complaints. Many large organizations will usually result in more formal meetings and gatherings, especially in a legal expert. On the other hand, a business with around one to five employees won’t necessarily need a “formal” gathering since informal processes exist.
But the general rule of thumb that most employers follow is that if it can be solved through more informal ways, there’s no need to have more formal and legal procedures. Simply having a conversation and being a mediator between two individuals that might have had a misunderstanding is better than having to pool in resources for a meeting or spend thousands of dollars for a legal hearing. Employee disputes and complaints can come in many forms, and it’s best to be agile in how you deal with them since each one is different on a case-to-case basis.
So what are some professional and effective methods of solving issues with employees? What are some ways of preventing issues from happening? Here are some in-depth ways of dealing with employee-related problems at the workplace.
First and foremost, we’ll need to discuss one of the “easier” issues that can be solved without bringing experts into the picture. Smaller businesses won’t have to spend time, money, and energy trying to reach a middle ground since most of these can be solved by simply having meetings and talking to others.
Most business experts would suggest outlining a code of conduct that employees can turn to. Although this doesn’t have to be strictly followed, having a “procedure” that you can follow when there is an informal complaint can deal with many situations that aren’t necessarily serious.
This can come in the form of:
Open door policy – When employees are transparent with each other, it’s easier to communicate, which can lead to a happier workforce.
Employee meetings – Addressing problems by a consistent and up-front meeting means that there is a two-way form of communication between employees.
Handling Formal Complaints Promptly
Although some issues might not need expert supervision, serious incidents and disputes will need legal professionals and lawyers in the picture. In most cases, these serious disputes can significantly decrease productivity and could most likely lead to the business’s reputation being tarnished. This can usually come in the form of unions, serious fraudulent offenses, and sensitive corporate data being leaked out by someone inside the organization.
An effective mean of addressing these serious complaints is addressing them right before it becomes a serious threat towards you, your workforce, and the organization. The best way of addressing and reaching a middle ground between parties is by having resolution experts that are well-versed in a wide range of legal and business disputes. Fortunately, judicial arbitration and mediation services are known for helping parties reach a fair, legal, justifiable solution that will benefit everyone.
Dealing with business and employee-related disputes in a timely manner can ensure that day-to-day operations are restored in no time. Still, it’s important to remember that any legal process should be the last possible solution to problems. If disputes can be solved without the need for lawyers, it’s best to solve them while it’s just another internal issue.
There are various ways of handling employee disputes; there’s no one proper way of doing it. Whether it’s an issue about pay, forming unions, or a conflict between employees, transparency and communication are key in mitigating workplace conflicts. When encountering situations like this, make sure that you take the necessary steps to protect everyone, including yourself.