What are GREVIANCES?
An official statement of a complaint over something believed
to be wrong or unfair.
A grievance is any dissatisfaction or feeling of injustice in
connection with one’s employment situation that is brought to
the attention of the management
W’s of Grievance Handling
WHO is involved
WHEN did it happen
WHERE did it happen
WHAT happened (EXACTLY)
WHY is it grieve-able
WHEN must the grievance be filed
WHAT are the deadline dates
WHAT must be done
Types of Grievance: General v/s Individual
The General Grievance is a
grievance that affects a
group of employees.
Examples of general
grievances would be a wage
cut or a retrenchment
exercise that could involve
several employees or the
The Individual Grievance is a
grievance affecting one
employee and requires a one-
to-one approach, with or
without the Trade Union
depending whether the
organisation is unionised.
Grievance must fall under the following
Conditions of work
Continuity of service
Nature of job
Important steps in grievance handling procedure
Accepting the grievance and acknowledging it.
Carefully listening the problem
Understanding the redefining the problem to ensure that both the
parties are at the same level of understanding.
Gathering the information – all facts and figures.
Offering the best solution.
Explanations: Grievance Identification Techniques
Knowledge of human behavior is requisite quality of good
manager. From the changed behavior of any employee , he
should snuff the causes of grievances, without its knowledge to
2. GRIP BOXES
The suggestion boxes, for instance are placed at easily
accessible spots to most employees in the organization. The
employees can file anonymous complaints about their
dissatisfaction in these boxes.
3. OPEN DOOR POLICY
Most of the organizations still don’t practice this but open door
policy demands that the employees, even at the lowest rank,
should have easy access to the Chief Executive to get his
4. EXIT INTERVIEW
These interviews are conducted to know the reasons for leaving the
job. Properly conducted exit interviews can provide significant
information about the strengths and weaknesses of the
organization and can pave way for further improvements.
Effects of Grievance:
Grievances, if not identified and redressed, may adversely affect workers,
managers, and the organization.
The effects are the following:
1. On the production:
a. Low quality of production
b. Low productivity
c. Increase in the wastage of material, spoilage/leakage of machinery
d. Increase in the cost of production per unit
2. On the employees:
a. Increase in the rate of absenteeism and turnover
b. Reduction in the level of commitment, sincerity and punctuality
c. Increase in the incidence of accidents
d. Reduction in the level of employee morale.
3. On the managers:
a. Strained superior-subordinate relations.
b. Increase in the degree of supervision and control.
c. Increase in indiscipline cases
d. Increase in unrest and thereby machinery to maintain industrial peace
Benefits of Grievance Handling:
Enables the management to know the pulse of its employees.
Provides a channel to the aggrieved to express their grievances.
Gives an assurance to the employees about the existence of a
mechanism for the prompt redressal of their grievance.
It encourages employees to raise concerns without fear of reprisal.
It provides a fair & speedy means of dealing of grievances.
It prevents minor disagreements developing into more serious disputes.
It saves employer’s time & money as solutions are found for workplace
It helps build in organizational climate based on openness and trust.
Book : Human Recourse Management by: Sunaina Sardana.