What is Grievance Handling

What is Grievance Handling

Grievance handling contributes to the quality of the labor relations, the climate within a workplace. The absence of an effective grievance mechanism can lead to employee unrest.

Basically, it is a process of handling dissatisfied people within the organization.

A formal expression of individual or collective employee dissatisfaction primarily, but not exclusively, in respect of the appreciation or non-appriciation of collective agreements, managerial policies and actions or custom and practice. (salamon, 1987)


  • Job related grievances
    • The employee haven’t ability to perform relevant duties and responsibilities of the job.
    • When they have to perform duties and responsibilities that are not in a given job description.
    • When employee got job which is not relevant to their knowledge and skills.
    • The training is not relate to the job.
    • When they assigned lot of works that workers can not handle at once.
  • Causes relating to working conditions.
    • If worker face troublesome working conditions
    • Poor relationship between the management and employees.
    • When supervisors always give command or orders.
    • Leadership styles
    • Works biases.
    • No availability of necessory materials, equipments and so on. Because of that job become difficult.
  • personal management decisions related grievances such as policies, procedures and practices.
    • Employee salaries and wages – when they do not receive payment according to their job.
    • Transfers
    • Promotions
    • personal training – when they do not allow to workers to participate
    • Leave – when officers do not allow them to take leave when they required
  • Alleged violation related causes
    • The managers breach the terms of the collective agreement.
    • Arranging unfair punishments for workers.
    • Avoiding responsibilities of the management.
    • Decision making against past practices.
  • Inappropriate personal behaviour
    • When employee has unrealistic self-esteem.
    • Workers unpractical attitudes of the life.
    • When employee have unnecessary life styles. Such as unnecessary expenses.
    • Illegal involvement of the workers.

Knowing Grievances

  • Exit interview – Conduct a formal interview with employee who are leaving the organization. So they can identify the reason to leave. Also from that organization can reduce employee turnover rate.
  • Attitude survey – Such as interviews, questioners. Annually or semi annually they can conduct.
  • Complaints box – It is good to place complaint box in suitable place within the organization. For example : canteen
  • Observation – They can directly or indirectly notice their employee behaviours.