An organisation with a healthy culture is one that encourages all employees to raise any concerns they might have, without the fear of reprisal. This includes the raising of grievances that may be present in the workplace.

As a leader, you are responsible for setting the guidelines, to ensure that all grievances raised are handled effectively and appropriately, to minimise unhappiness and possible decrement in work productivity.

Train all supervisors to handle grievances professionally

The greatest opportunity to redress a grievance would be at the initial stages, by an employee’s immediate supervisors. Thus, supervisors need to be equipped with problem-solving skills, grievance handling skills and counselling. This is to ensure grievances raised are handled speedily and professionally, thus preventing the negativity from spreading further.

Set a 3-day deadline for grievances to be resolved

Supervisors should clarify and investigate the reasons for dissatisfaction and consider possible resolutions to be executed, within three days. However, if a supervisor is unable to resolve the grievance within the set time-frame, they should escalate it to higher management, for major decisions to be made to redress the problem. This is essential in minimising any negative effects on morale caused by this grievance in the workplace.


The above excerpt is our compilation of ideas for business leaders in the areas of people management, leadership, and workplace happiness. For more information on grievance handling, read the handbook created by Tripartite Alliance for Fair Employment Practices (TAFEP). 

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