Turn Employee Complaints Into a Positive Outcome

Humans complain a lot. We complain about traffic, weather, politics, colleagues, bosses, families, local sports teams, news and other aspects of our lives. A complaint is part of every workplace

During the seminar, I asked participants why we thought they complained too much. They have many reasons to complain. This is the theme

It allows us to get rid of stress by steaming about things that irritate people with us

For that reason it is very interesting that most people think that complaining is a beneficial activity.

What they say may be true, but many of us do not consider the costs associated with complaints.

So how about this effective leader? Punishment by complaining to those who do not lead to good results is forbidden. People still complain. When they do, they will be more cautious to hear who is listening

Furthermore, the reason why complaints are raising awareness of the problem is correct. If problems arise, it helps to understand complaints. It is in vain to be in the dark.

Probably the solution is to complain about the problem by complaining again. Of course, this transformation requires more than a new term. We need to strengthen our activities to include actual problem solving.

People who need Jeff and his cooperation to complete the problem solving process and to develop a solution

Please note that Jeff did not say it had to have a solution. He may not know how to deal with this problem. This is the reason he first complained.

In other words, employees can not talk about problems unless there is a solution. This is a common way to control growth.

Now, if Jeff does not want to solve the problem or participate in the solution, it should trigger a new question about Jeff.

If so, you may want to talk to him about how he will ask the question he was not trying to solve. You can also let him know the cost associated with his actions.

Jeff will benefit from understanding that the complaint may be correct, but it often results in very bad results

Process to obey: In what form or manner do employees file complaints or raise concerns? If the complaint is usually to the person to submit to them, can the employee file such complaints? Do you need proof of assertion? If so, what is it? Needless to say, we must say that sexual harassment is not harmless or a victimless crime. Therefore, I have to quit my favorite job and I am very good at it. This is harmful to the plan and the whole organization. I know that people who were forced to resign due to harassment could not find a new job or a new income source. This is because its core sexual harassment is an abuse of power. A person in a powerful position puts the victim in a silent state or losing his / her living.

Train someone to accept complaints. This role reflects active concern of the company (including employees), not the outside company (employment of new recruits, company public offering etc.) and negative laws (such as part of human resources) . Otherwise, the problem will only occur through human resources as the last resort. Because employees can not go anywhere. In this case it may be too late to solve the problem.

DOL audits are mostly based on the results of employee complaints. Employees have the right to appeal to DOL (without the risk of retaliation) (and some applications can be implemented easily). Employers must bear the responsibility to prove their exemption. Employees who do the same job can interview to determine the actual achievement or responsibility of an employee, such as the type of work, discretion and independent judgment.