Voici comment vous pouvez gérer et résoudre les griefs des employés en utilisant des capacités de résolution de problèmes.

Here's how to handle and resolve employee concerns using problem-solving skills: Active listening involves paying attention to employees' issues without interrupting them. Thorough investigation: Gather all relevant facts to have a better understanding of the problem. Analyse Fairly: Objectively evaluate the evidence to determine the fundamental reason. Develop Solutions: Collaborate with the stakeholders to brainstorm potential solutions. Communicate clearly: Maintain transparency throughout the process. Implement decisively: Take prompt and effective action. Follow-Up on a Regular Basis: Monitor the problem to assure resolution and prevent recurrence.

Following are the steps to resolve employee grievances: 1. Listen with empathy: Acknowledge there is a problem that has led to an employee grievance. 2. Find out the root cause: Involve all stakeholders to find out whether the grievance is due to some people including the concerned employee's level of awareness or it is related to any organizational policy or process. 3. Brainstorm and resolve: Debate and brainstorm until you find a solution that addresses the employee's grievance and takes care of the interest of the employee as well as the organization. 4. Document the process and make necessary changes: This will prevent any such grievance in the future.

Quando um funcionário vier falar com você sobre uma preocupação, deixe de lado outras tarefas e foque totalmente na conversa. Mantenha contato visual e realmente ouça o que ele está dizendo. Isso mostra que você valoriza a opinião dele e está levando a questão a sério.

Decisões Eficazes: Analise Objetivamente, Solucione Conflitos! No meu ponto de vista, o ponto principal é a importância de uma análise objetiva das preocupações dos funcionários. No dia a dia, ao ouvir uma reclamação, procure padrões e problemas subjacentes. Uma boa sugestão é realizar uma "sessão de análise de problemas" com a equipe. Isso garante uma abordagem clara e imparcial, promovendo resoluções justas.

Depois de ouvir o funcionário, é hora de olhar para os detalhes de forma objetiva. Tente separar o que é fato do que é emoção. Por exemplo, "O projeto atrasou duas semanas" é um fato, enquanto "Estou frustrado com a equipe" é uma emoção. Entender essa diferença ajuda a focar no que realmente precisa ser resolvido.

Incentive a equipe a pensar fora da caixa. Diga algo como: "Vamos explorar algumas ideias diferentes, mesmo que pareçam pouco convencionais." Estar aberto a novas abordagens pode levar a soluções inovadoras e eficazes.

I remember my experience of working in the environmental project of the College of Social Work. After a couple of years I realized that the project staff had grievances which needed to be resolved. I had a conversation with our Principal, Ms. Hazel D'Lima about it and she was very open to finding a solution for the problems they faced. The result was that we had a Project Workshop where each project could be evaluated separately and all the project staff could also come together to discuss and share their concerns as well as share possible solutions with recommendations. To the credit of the College, though it took much longer, they actually followed up on the plan, organized events and fundraising to fulfill their part of the promise.