Compensation and Benefits

5 Useful Tips to Get Fast Promotion at Your New Job

Switching to a new job will surely open doors of new opportunities for you. But if you think that you really need to make the best use of the new job then you can make some efforts to earn a promotion which can surely help you climb the ladder at faster pace. This post brings to you the 5 useful tips, which if followed with perfection, can actually help you earn a faster promotion at your new job. So read on and find out these guidelines for quick promotion.

  1. Don’t Go with Easy Projects: Pick Projects with Impact

Whenever you are picking any task or project then never go with something that is way too easy and simple. Remember that the opportunity to succeed lies in what is difficult. It is very important to pick projects that are challenging and come with maximum impact. Hence, it is very important for you to analyze a project from different angles while picking it to make sure that what you select can actually help you create a strong impression in your company. It is a wonderful opportunity which you must never let go.

  1. Always Know What Your Boss Likes

You have to impress your boss if you are aiming for a promotion. One trick that is very essential in this respect is to know what your boss likes. You have to be observant and understanding to find out about the likings of your boss. This will surely help you become proactive so that you are prepared with suggestions to impress him. When you know what your aim is, stay prepared for the performance.

  1. Always Make Your Boss Look Great

If you will help your boss look good by helping him get recognized for his job then he is surely going to return you the favor when it is your turn for promotion. For this, you need to know how is your boss judged and what points can help him get a hike or bonus. Once you have the basic information, you can always work upon helping boss build his image.

  1. Be Important

You really need to learn the right trick to make yourself look important to your company. And for doing this, you work hard to reach on to a position in which your company cannot afford to lose you because you are one who deals with an important client or you are the one who has made a strong impact on clients as the face of the company. You do not need to brag about it but you silently have to float this message that you are important to the company and you should always be a part of it for greater success.

  1. Know Your Team and Colleagues

Do not make friends on the very first day at your new job. Be slow with it and take your time to know each and everyone you are working with. This is important to know who is what. You need to understand that you have to develop healthy and strong association with your boss and also your colleagues. So become friends with your colleagues, once you know about them. Do not simply be friends with just one person on the first day and forget the rest. Developing relationships is very important.

Keep all of these 5 simple and very effective tips in mind so that you can bag a promotion at your new job and rise high in your career.

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Posted by Hrformats - March 15, 2016 at 1:01 PM

Categories: Job Evaluation   Tags: , ,

Tips for Apologizing to Employers and Colleagues

If you have done something wrong then apologies are the best thing to do but they are also the most difficult things too. And when you have to say “I am Sorry” at a professional setting, it becomes all the more challenging. But when you apologize from heart for your mistakes, things become a lot easier.

Apologizing is surely the best way to express your feelings on the mistake you have committed but while apologizing at workplace, people often consider it as your weakness. But people who are wise, know the importance of saying sorry and how it brings out your confidence in yourself to fix t he troubles with effectiveness.

Apologizing at Work Place?

While working at some professional setting, you cannot keep constantly saying sorry for small things. This is not a right thing to do as this would lead to creation of a weak image of your personality. It would show that you are weak and therefore you are apologizing for small things. You really need to know where you should be saying “I am sorry” and where you should be avoiding.

Apologizing While Searching for a Job?

While looking for a job, if you have done something wrong then you must sincerely apologize for your act. For instance, if you have showed up late for the interview then do not forget to say “I am sorry”. It is important because when you are in the recruitment process, you have to show your professional and personal qualities to the employer and demonstrating them correctly can help you get the job without any complications.

Tips on Apologizing

Depending upon the issue, every apology differs. You really need to know for what reason are you making an apology, to whom you are making an apology etc. This will give a clear picture of how you should be apologizing. Given below are a few tips that can help you say “I am sorry” in the most suitable manner, especially in the professional setting.

Never Delay an Apology

You should never take too long to apologize for your mistake. It is important to do to as soon as possible so that there is no room for the negative feelings to emerge. If there is some minor mistake that you have made, you can apologize for it at the moment. But if there is some major transgression then you cannot simply apologize right after the event. You must wait for a few hours to let the things settle down and then go and submit your apologies.

Do Not Use It As An Excuse

You should never let your apology sound like an excuse for your actions. For this, you must start with “I am extremely sorry” and then begin what you have to say. Do not include in your speech, words like but, if, because. The idea is to express your feelings without putting any conditions. You must keep it clear.

Take Responsibility of Your Mistake

Most of the times, we avoid taking the responsibility of what we have done and that’s when the problem starts. The best thing to do is to admit the mistake you have done. This would reflect that you are actually sorry about what has happened and you are not simply making excuses. This also reflects that you have admitted what wrong you have done which is a positive thing to do.

Talk About Fixing the Damages

Once you have apologized and taken responsibility of your actions, the next thing to is to talk about how you can fix your actions and what measures you will take to make sure that same issue does not happen in future. Do not simply get done by saying that it will not happen again. To sound more convincing, you should be able to come up with steps which will help you create a stronger impression of words you have said. You can also ask for any remedies from the person to whom you are making an apology and include them in your working.

Act on Your Words

If you said that you will never be late for the meetings then you should bring that into action. If you are unable to follow through your words then the apology has no meaning. You must act on your words with complete sincerity y so that you can add more value to your apology and your personality.

Decide How to Apologize

If the mistake is small then you can send an email saying sorry to your colleague. But if you have committed something big then you must go and see him in person in order to discuss the issue in detail.                                                             In case you feel that things will get difficult if you meet in person then writing a sincere mail with all the points is the best thing to do.

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Posted by Hrformats - March 4, 2016 at 12:21 PM

Categories: Employee Relations   Tags: , ,

5 Things that Every Employer Wants to Know

When a company is hiring new people, there are a few things that every employer wants to know about. The idea is to be sure about the people that will be selected. No employer wants to waste his time, energy and resources in hiring a wrong person. In order to make sure that they have selected the right man, they need some information which is very useful in helping them have a smooth decision making process.

This post talks about 5 most important things that every employer wants to know from the job applicants. So if you are able to pass on this information to the employer in a clear manner, then you have better chances of getting selected.

  1. Relevant Experience or Training

No company wants to hire fresher as lots of time and energy goes into training a fresh mind. Employers are interested in knowing how much experience you have in relation with the job for which you have applied. They are also interested in knowing the training programs you have undergone in past. The idea is to know how much aware you are about the profile for which you have applied, the roles and responsibilities attached with it, the work flow and general understanding about the profile for better working. This always helps in earning extra points.

  1. Criminal Record in Past

Companies want to make sure that the people they are hiring do not have any criminal record or any past related with violent behavior. It is important for the safety and confidentiality of the workplace and the workforce. Some companies go for a thorough credit check to ensure that everything is in place just before hiring the new candidate. So make sure that you don’t have any such records or they can adversely interfere with your future.

  1. Reliable and Discipline

When a company hires any person, it wants to make sure that the person is reliable and honest with his job. Employers are not interested in hiring individuals who never respect the deadlines, who arrive late at work, who are absent from work too often, who are not disciplined, who don’t follow the rules of the company. To get an insight on these behavioral points, they contact the references to know the conduct and reliability of a new candidate. You are selected only when you are able to earn points on conduct and commitment.

  1. Self Motivation

In order to grow on a personal level and in order to help your organization grow, you need to be self motivated. Employers always chose those individuals who are strongly self motivated. Such a person doesn’t need surveillance to deliver results. He doesn’t need a boss to tell what to do. He is a proactive person who is self motivated to find out ways to work even when not guided. He can manage the show on his own and can responsibly complete the assigned work. Not only this, such people are able to motivate people around them which help the organizations grow.

  1. Group Behavior

Employers look for candidates who are great team workers. They do not want to hire someone who cannot work in a group. It is very important for the employers to make sure that the work environment is pleasant and positive and for that to happen, they need employees to be interactive. They always look for people who can interact in group effectively, who are able to get along with all kinds of people. Anti-social people are just not loved by them.

So make sure that all these 5 things are highlighted in your resume or interaction with the hiring manager as they can help you win a wonderful job.

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Posted by Hrformats - December 25, 2015 at 1:10 PM

Categories: Employee Relations   Tags: ,

Salary Negotiation Email in Response to Job Offer

If you have managed to crack the interview and you have also received the offer letter for the job but the salary that you have been offered is not as per your expectations. In such a scenario, you must write a formal email to the hiring manager negotiating the salary with him. It is important that before turning down the offer, you try and negotiate it with the concerned person and if your demand is reasonable then you might end up getting it.

Here is a sample salary negotiation email in response to job offer given below. Use this template to create a formal email politely presenting your negotiation.

Sample Salary Negotiation Email in Response to Job Offer

Dear Mr. Jacob,

Thank you for extending me the offer for joining ABC Corporation Pvt. Ltd. for the post of Marketing Manager. The opportunity to interact with you and other executives was a delightful experience. It was a wonderful experience to know about the growth plan of the company.

After considering your offer from every angle, I feel that the salary that has been offered is lower than I had anticipated. Since I have an experience of 12 years in the field of marketing where I have worked at different levels and earned experience of planning and executing marketing plans for various companies, I strongly feel that I will be an asset for your company. My ability to design intense marketing plans and experience to execute them in effective manner will help your company grow.

I am keen on accepting this job offer but I feel that we need to discuss the salary before moving ahead with this offer. I will get in touch with you to schedule an appointment with you for a personal meeting.

Thank you again for the opportunity. I am hopeful that we will be able to reach an agreement.

Sincerely,

Sam Brown

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Posted by Hrformats - December 23, 2015 at 12:43 PM

Categories: Salary Management   Tags: , ,

Letter for Announcement Of New Employee Joining

Whenever a new employee joins a company, it is the duty of the management to welcome him with open arms and announcing his arrival publicly. This is a way of formally informing the other staff about the entrant, his profile, the work he is going to do etc. This also includes the date of joining. This is nothing but a way of informing.

If you are in the management of your company and you are suppose to be framing a letter for announcement of new employee joining your company then you must have a look at the sample format given below which takes into account the right way of writing such letter. Use it in a customized way to create your personal letter.

Sample Letter for Announcement Of New Employee Joining

Date: 26.08.15

Dear Staff,

This is to inform you all that Robin Smith is joining ABC Corporation Pvt. Ltd. to fill our vacant position in Marketing Departments as Assistant Marketing Manager. His first day will be on Tuesday, August 1st, 2015.

Robin possesses a rich experience in the marketing field and we are happy to have him in the marketing team of ABC Corporation Pvt. Ltd. If you get to see Robin in the premises, be sure that you welcome him to the organization. For the first few weeks, he is going to be participating in the orientation program and on boarding activities.

Mr. James Mark is going to mentor Robin and if you have any question or you need to meet Robin then you can speak with James before he joins the company.

Robin will be working in the Marketing Department and going to assist the Marketing Manager in all important decisions and plan implementations.

Thanks for joining me in welcoming Robin to the company.

Regards

Amanda Joseph

HR Manager

ABC Corporation Pvt. Ltd.

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Posted by Hrformats - August 28, 2015 at 12:46 PM

Categories: Employee Relations   Tags: ,

Tips on Training Employees for Managerial Posts

It is always good to train an employee from within your company than to hire someone who is new to the organization. This helps you have a better manager who is more informed about the work culture and business, something at which he doesn’t need to be trained.

Now the question is how to train your present employees to help them become efficient managers. This article talks about some very useful tips on training them so that they are ready to fit in the new role. Read through these amazing guidelines which are extremely helpful for both small and big businesses thereby helping them save hiring costs and have a much competent person handling the managerial position.

  • Go For Overall Training

It is important that you train your employees in general and not specifically in relation with a particular profile. This is helpful in increasing the productivity of the employee and also helps in their retention as they are able to handle things which are outside the purview of their present job profile. This is essential because a manager needs to know every job so that he can have an understanding of the nitty-gritty attached with it.

  • Encouraging Learning Environment

It is extremely important for an organization to have learning culture so that the employees are always proactive in learning new things. They are able to learn the trick to learn new things in varied situations for better performance. With this you can have all your employees develop a level of comfort when it comes to learning. They would not shy away from catching up a new skill or understanding new style of working. They will always be positive about learning something new.

  • Train Them to Use Right Tricks

As a manager, a person needs to know various skills other than his job profile that are important for him to perform his managerial duties. These include skills to delegate the tasks amongst different people, to ranks tasks in order of priorities, to define goals for the team for better productivity and performance, to manage people, to define communication channels, to be able to design a plan and put it to execution and to exercise their leadership skills in the most effective and impressive way. All these tricks are essential for everyday working.

  • Train to Develop Comfortable Communication

Communication is the soul of any company and it is the duty of the manager to maintain a smooth and comfortable channel of communication between the employees so that the working is not hampered. This includes having a friendly approach to communicate, to be able to use the technical terminology while talking and to have interactive sessions.

  • Train to Develop Leadership Qualities

When we talk about manager, the most important quality for such a profile is leadership. If a person misses on this skill then he can do no good to the company. Therefore, the employee needs to be trained on this quality. Not only this, he should also be trained on how he can help his team member become leaders in whatever work they do so that they care able to perform their duties with better authority and confidence. This can be done by making the employee handle small leadership situations so that he learns to lead the situation and generate better performance. You must start training him from low level opportunities so that he can gradually learn the way to lead.

  • Develop Better Understanding

If you want to hire a manager from within your organization then in order to have him attain corporate skills, you must help them have a better understanding of the business by introducing them to the information about which they are not aware at present. They should be made aware of the importance of their profile and the job they do so that they can see how their working affects the working of their employees and hence has an influence on the performance of the company. A manager should always have a macro view of every situation. He cannot survive on a smaller picture. Therefore, it is very important for the company to train the employee look beyond what he already knows and think out of box in order to deal with everyday challenges.

These are a few points which talk about the training tips which can transform your regular employee into an efficient and smart manager who knows how to lead, plan and act in the most amazing manner which helps your company grow.

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Posted by Hrformats - July 7, 2015 at 12:23 PM

Categories: Employee Relations   Tags: , ,

Guide To Manage Part-Time Employees in Summers

Summers are the times when you can hire lots of part-time employees who can be really beneficial for your business. There are various stores and restaurants that hire seasonal staff which includes college interns. If you are also doing so then here is an article unfolding the useful tips on managing the part-time summer employees in an effective way. Make sure you read this comprehensive guide and keep it organized or else it can turn into a big mess for you.

Follow these tips to make optimum utilization of these seasonal job seekers. Here are some points that you must consider.

It Begins With Faith

Faith is the first and foremost point. It is difficult for managers to trust seasonal employees as they know that they are in the company for a couple of months and hence they cannot resist themselves from keeping a check on them. But then this adversely affects the performance of the employees. So make sure that you trust them and they will be able to deliver better performance. You must have confidence that you have hired the right person.

Do Not Pay Pennies

It is just not fair to pay these part-time workers pennies because they are joining you just for summer time. A fair pay is important to motivate the workers and to keep them committed and energetic. You must pay them a competitive price for their work so that they don’t feel exploited. Also make sure that you take into account the laws on minimum wages, taxes etc. so that you are following all the laws.

Keep Standards High

It is all about expectations. The more you expect from your employees, the harder they work in order to meet your expectations. Do think that because there are joining you for a couple of weeks so they are not going to perform. In fact you must think that they are the fresh and energetic lot and they have the potential to set new records. If you are able to express your high expectations then they will work hard to meet them.

Train Them

It is extremely important that when you are hiring new summer interns you train them. Without giving them a basic training about how your company functions, what role they need to play, what responsibilities they need to shoulder, it will become very difficult for them to understand the working and deliver expected performance. But when you train them and educate them about all of these points, they are able to deliver better performance.

Make Them a Part of the Team

As the summer employees are going to be around for a couple of months, it is important that they are treated as the part of the organization. For that you must introduce them with the other team members so that they feel comfortable. You can have a small introduction session where you can have them introduced with your staff. You must also give them name tags or IDs to bring a consistency.

Design Projects for More Commitment

Instead of giving them just any task, you must allot them small summer projects so that they work with greater commitment and focus. You need to understand that they are coming to you to learn something, to gain some experience. You must not allot them with simply anything but a proper project which will help them stay committed to their work and they will make sure that they are able to complete it with desired output. This way they will be able to learn something and have this experience added to their resume.

Allow Them Experience Various Aspects

Do not just limit them to one thing. As they are here for a small time, they feel disconnected. To help them learn better, you must help them touch different aspects of the working instead of just one thing. This will help them have a macro view of the company’s working which will help them have better understanding of business processes. This will bring more clarity in the way they look at companies and their working.

Don’t Miss on Feedback

When you have a seasonal employee in your company, you must always ask him for feedback on different things to get a different view on the present status. This is a good way of bringing in notice the problem areas in your company and resolve the conflicting situations that are adversely affecting the performance of your organization.

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Posted by Hrformats - July 6, 2015 at 12:59 PM

Categories: Employee Benefits   Tags: , ,

5 Indications That Your Employees Are Going to Leave the Company

The success of the company lies in hiring and retaining good employees in the company. A company should work hard to make sure that all good people stay in the organization. But sometimes despite all the efforts, these valuable assets leave. Therefore, you must stay vigilant so that you don’t end up losing them. This is only possible if you grab the warning signals on time and save the good men leaving your company.

This post talks about 5 indications that every manager or company owner must look for in order to avoid such a situation.

1. Look for Signs of Cheating

You may also come across employees searching for new jobs during the office hours by checking out the internet job postings or making calls to other companies when they are free or going for job interviews by taking a leave. If you observe any of these signs then you must act before it is too late.

Solution: You must ask the employee that reason why he wants to leave the company. If he gives some reasons like he is not comfortable working in the team then you can suggest him possible solutions. If he is looking for more a hike in career then you can show him possibilities that lie with your company which can help you retain him.

2. Crisis at Personal Ends

One must not forget that every person has a professional and personal life and problems in one can adversely affect the other. If there is an employee in your organization who is undergoing some problem in his personal life like a demise of a family member, serious health issue in family or divorce then of course priorities in his life are going to change. He may start looking for better options which fit his list of priorities.

Solution: As the manager or company owner, you must always be aware of the personal life of your employees. Asking them about their families is a way of expressing your concern. You can even give them small break from work so that they can take care of their personal problems effectively without bothering about their job.

3. Expectations and Jealousy

There are all kinds of people working in a company, each with a different attitude and aptitude. In the midst of all this it sometimes happens that a go-getter in the company doesn’t get promoted and someone else does. This can be a situation wherein chances of jealousy increase because that employee was expecting a promotion based on his good performance.

Solution: Whenever you notice any employee talking about his hurt feelings or is angry or upset then you must address to the situation at the earliest by talking it out with him. You must make him understand the situation and reassure him that his efforts are acknowledged by the company. You can also help him enrolled for some additional training program.

4. They Simply Say it

If your employee tells you on your face that he is not happy working with the company then chances are bright that soon he is going to put up his resignation. Most of the times, employees don’t want to express themselves but sometimes they actually say it because they are deeply frustrated or disturbed. This is a sign that they are deeply unhappy with the organization and they want to leave.

Solution: If at all you find any employee making such a remark then never ever let it go. Ask him what he doesn’t like or what he desires. This will give you an insight to the problem and you can work out feasible solutions.

5. Don’t Stay Extra

If your employee leaves as soon the clock strikes the closing time or leaves just before it then it is one of the very first few signs that can be observed. It shows that he is not interested in investing any of his personal time at office because he is not connected with the company anymore. He doesn’t wish to stay longer to complete his pending task which otherwise would have been a matter of concern for him.

Solution: As soon as you see your employee leaving the office just on time then you must talk to him at the earliest or this is soon going to change into an intense situation in which his behavior will reflect his disinterest in the organization. So act before it is too late.

It is always good to act when you see sign warning signs in your company in order to retain your good people but make sure that you don’t do such a thing at the cost of the norms of your company because otherwise it can be really very damaging. You must know the best possible solution without making unreasonable compromises.

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Posted by Hrformats - July 3, 2015 at 12:30 PM

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How to Handle Employees After Performance Appraisal

Performance appraisal is an important and interesting time for every employee because this is the time when the performance of every employee is reviewed over a certain time period. This also involves feedbacks on his working and appreciating his dedication and work. But when managers send these appraisal letters there are all kinds of emotions seen amongst employees; some are happy as they have been fairly rewarded and some are disappointed as they have not received what they were expecting. Workers never utter a word when they have received a good hike but they always have complaints when appraisals don’t go as per their expectations.

Hence, it is extremely important for the managers to handle employees after their appraisal because it is essential for the organization and its performance. This article talks about some of these points.

Congratulate the ones who have received a decent appraisal

As a manager you must never forget to appreciate and congratulate the worker who has either good a hike in his salary or has been promoted. This is important as desires your acknowledgement and it works as a dose of motivation for him to work with more of dedication and enthusiasm to deliver better performance. Also a person who has worked with honesty, dedication and discipline throughout the year deserves to be congratulated and appreciated for this performance. It is a sweet gesture which infuses him with energy and zeal.

Attend the ones who have received a bad appraisal

These are the most sensitive employees at present because after for one year, they feel all their efforts have gone down the drain because the appraisal that they have received is not what they had expected. As a result of this, suddenly they become extremely negative about the organization, about the reviewing authorities and about their immediate supervisors and managers. Well, such a behavior is quite expected when you are expecting something big. Hence, it is the duty of the management to handle these employees with utmost care because the way they behave after a bad appraisal is negative and immature. You need to sit with them and ask them to look for reasons because of which they have not been able to achieve what they had desired for. As a senior, it is your duty to show them a positive path and ask them not to lose to lose hope. You must cheer them and help them revive their confidence levels so that they can start working with greater force. You need to tell them that thinking negative about the organization and fighting with your colleagues will not do any good to you.

Here are some steps which you must keep in mind while speaking with them.

  • Help them find reasons for such an appraisal

It is very much important that you ask them to look into reasons because of which they have been given a bad appraisal. This will help them find negatives in their working which they can improve and give their performance a boost. Self introspection is something that they need. This will help them not to think negative about the situation rather find out reasons for failure so that they can develop and become a better person. And for sure they will be able to look at the positive side of the situation and take a lesson from what has happened. And you would also come to know if your worker is facing some problem while delivering his duties. This way you will become aware about the weak aspects of your organization which you can also improve. Such a session can be mutually beneficial.

  • Ask them to speak their heart to vent out the frustration

It is important to help these candidates find a vent to let their frustration and irritation out. This will help them speak their heart out. What they feel about management, what wrong has the managers done to them and various other things will help them feel at ease. You can send them motivational mails and quotes to help them perform better and not lose hope. You need to encourage them to work better and read motivational books. You can even ask them to talk their heart and they will surely feel better. You can even guide them to do the right thing. You will have to be really very patient with them.

So keep all these points in mind to make sure that you are able to deal with your workers in the most effective way once they have been appraised. If the one who is happy is not appreciated then he feels sad and likewise, the one who is not satisfied is not counseled rightly then he may feel negative about the organization.

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Posted by Hrformats - May 22, 2015 at 11:48 AM

Categories: Employee Benefits   Tags: ,

Effective Ways to Handle Employee Grievances in Your Company

When you are the manager or the company owner, you will come across lots of things which are bothering your employees. These grievances can be defined as something real or imaginary feeling of dissatisfaction that an employee has for his job or concerning the management and their policies or the company procedures. Such kind of issues must be expressed by the worker by bringing it in the notice of the management so that best possible actions can be taken to resolve it. In case these grievances are not addressed in time then they can lead to bigger problems or disputes in the company which may affect the working and performance of the company as the whole.

This article talks about different effective ways with which these employee grievances can be handled by the managers or the company so that the workers working in your organization work with greater efficiency and enthusiasm. Addressing such issues is extremely important otherwise it may cause dissatisfaction, lack of interest, lower productivity and frustration amongst workers.

Reasons of Grievances

There are various reasons which may cause such a situation:

  • Usually the cause of grievances is when the expectations of the employees are not fulfilled by the company which causes dissatisfaction in them.
  • When the rules and practices of organization are violated.
  • When the working conditions are not up to mark. For instance, there are no basic facilities, the place of working is unsafe, the relationship with manager is not cordial etc.
  • Due to illogical practices of management. For instance, frequent transfers, demotions, overtime, and weird structure of remuneration.

These are some of the probable reasons because of which a person experiences dissatisfaction and frustration in his professional life.

Addressing Grievances

It is must for managers to immediately address such situations amongst his employees and take necessary steps to rectify them. This is important not only for the performance of the company but also for the relationship of employer and employee. This way the employee remains honest to the organization.

Here are some of the steps that must be taken to handle grievances in the most effective way so that the issue can be resolved without causing any damages.

Taking a Quick Action

The moment some kind of grievance arises in the company, it must be given all the attention. Make sure that managers in your organization are trained from time to time to handle grievance situations in an effective manner. A fast action can reduce the damages and can also help in reducing the frustration levels in employees.

Acknowledge and Address

The next step is to acknowledge the problem. This way the worker will be able to develop confidence in the manager as he feels that management is interested in resolving his problem. It shows that administration is eager on solving it and would take the best steps to ensure that the best and authentic decision can be taken without any biases. This will give a very positive message.

Finding the Facts

The next step involves going some fact finding. This will work as the platform on which you can take a wise and genuine decision. Make sure that all these facts are properly placed in a file so that they can be used at the time of grievance redressal. This will bring clarity about the situation.

Look Into Reasons

Now once you have facts in hand then you must work to know the cause of grievance. You must find out the real cause of the problem because based on that information you will be able to take remedial actions which will not only help you address the problem in present but will also help you not repeat it in future.

Decision Making

Now it is time to take the decision based on all the facts you have able to find keeping the causes in the picture. Make sure that whatever course of action you are planning to take, you are aware about the present result of that action along with its repercussions in future. Every decision needs to be thoroughly analyzed before implementation so that you can make the best move.

Executing

Once you know what decision you are suppose to be taking, you must execute it at the earliest. You must look at the bigger picture while doing so and not just be focusing on one person.

Reviewing

After everything is done, you need to review your decision to make sure that grievance has been resolved properly and completely and now there are no issues.

If you will follow all these steps then you will be able to handle the situation effectively. This will keep the environment of your office cordial, positive and encouraging. Hence, make sure that you address grievances as soon as you feel them that they exist to keep your employees happy and loyal towards the company.

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Posted by Hrformats - April 28, 2015 at 1:16 PM

Categories: Employee Relations   Tags: ,

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