Despite having proper grievance handling procedures and channels in place, employees may still hesitate to raise their concerns due to fear or perception of mistrust. Some may opt to remain silent even when facing unfair treatment or harassment at the workplace.
If left unaddressed, these grievances can affect employee morale, productivity and ultimately, the company’s operations and branding.
What are some key concerns employees may have when it comes to raising grievances, and how can employers address them?
1. “I’m afraid this will lead to negative behaviour.”
Negative employee sentiment may arise from a toxic work environment characterised by mistrust or when an employee feels isolated. This is especially so if they perceive deliberate exclusion tactics, like colleagues intentionally using a particular language they don’t understand. As such, this could lead to fear of strained relationships and further social exclusion.
Actions to take:
- Employers, supervisors and line managers should model the desired behaviour to cultivate a respectful and inclusive workplace culture by encouraging all employees to communicate using English as the common language.
- Encourage open communication with employees where they can freely express their thoughts.
- Actively listen to employees’ concerns. This includes paying attention to their tone of voice and body language so employees can feel understood and respected.
Encouraging open dialogue and feedback promotes respectful behaviour to help alleviate employees’ fears about raising grievances.
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2. “I’m afraid that nothing will be done about it in the end.”
Employees may perceive that their grievances won’t be addressed by the employer, leading to a sense of futility in reporting issues.
Actions to take:
- Employers should acknowledge the concern and provide reassurance that grievances are taken seriously when raised.
- Inform employees about the grievance handling process and what the expected timeframe is for follow-up actions.
- Communicate the inquiry outcome clearly to the affected employee or inform them of the next course of action, if the grievance is not yet fully resolved.
Employers should build trust by acknowledging grievances and offering clear information about the handling process, which includes providing timely updates. The resolution outcome should also be communicated clearly for closure.
3. “I’m afraid this will affect my job progression prospects.”
Employees often fear raising grievances due to concerns about potential retaliation, especially if the issue involves their direct supervisor or manager.
Actions to take:
- Ensure the grievance handling policy incorporates a statement on non-retaliation. It should also clearly outline the process for employees to raise their concerns, including who they should approach if their issue involves their direct supervisor or manager.
- Staff handling grievances should be trained to handle sensitive information appropriately, such as keeping details of grievances and affected employees confidential. Ensure that information is only shared with the relevant parties (e.g. HR staff).
Maintaining strict confidentiality and non-retaliation when addressing grievances allows the concern to be addressed while preserving a safe working environment.
In summary, employers can:
- Offer training sessions on topics such as diversity, inclusion and effective communication to supervisors and managers.
- Have transparent communication when addressing grievances. This helps alleviate employee fears and uncertainties, while fostering a culture of openness and trust.
- Safeguard employees who report grievances and reinforce the company’s non-retaliation policy to preserve a safe working environment.
Building trust, transparency and psychological safety in the workplace is essential. It allays employees’ concerns when it comes to surfacing grievances, and better supports the implementation of a proper grievance handling process in the organisation.
This article is contributed by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). To learn more about Grievance Handling and the Tripartite Standard on Grievance Handling, visit tafep.sg.
