In many cases, the employee may not discuss the issue with you because of your personal communication or relationship with the company. An alternative is to follow a case study and solution method to follow. The results of this follow up effort will have a tremendous impact on the efficiency of your organization.
When an employee starts to become uneasy in the working environment, they are only going to keep that feeling within their mind and the working force. As well, they are less likely to make a decision that they would otherwise make. This negative effect can be felt over time as the business or organization continues to grow.
When you follow a case study and solution method to help you begin to address the issues of your employees then you will start to see the changes in attitude and productivity before you know it. For example, some of the problems you may have may be related to an employee losing a job or a pay increase that the employee cannot handle.
If this employee is working with a human resource manager or other managers who seem to be taking advantage of them, then they may decide to stay away from you. In addition, the employee may decide to make a complaint. These behaviors are not acceptable, so when the employee does speak out they must not feel as though they are being mistreated.
When an employee decides to speak to you or to another manager, they need to be aware of a case study and solution method to follow, so that they donot bring any unwanted attention to your business. Here are some suggestions to help you begin the process.
Before speaking to an employee, ask yourself what the employee will say in the case study and solution method. Many times they will tell you they are not happy with the way things are being done. Ask yourself what could be done differently and then plan the conversation around that answer.
Be prepared to provide information about the circumstances surrounding the incident or issues they may have been uncomfortable with. Many times you may have to explain the situation to them. Also, ask them if they are comfortable talking about their concerns with a supervisor. Of course, the supervisor should be a direct report of the person that made the problem so that they understand what is expected of them.
Use a case study and solution method to help you train the employee on how to communicate about their concerns without directly referencing the situation. Again, be prepared to provide information about the circumstances so that they can address the issue internally. Provide information about what is expected and even reinforce those expectations when needed.
Do not forget to always follow the case study and solution method to help you with the training. While it is important to help them have an outlet for their concerns, be sure that they also understand that they are not wrong for expressing these concerns. Be sure that they understand that they do not need to justify what they have said. Often, an employee will see something that they cannot control, but that does not mean they cannot voice their opinion.
The employee should understand that their words do not make them right for making a complaint or in some cases, suggesting that something be changed. Instead, they should come to you to receive direction and provide an alternate solution. Again, ask them why they think they are right for communicating with you and then consider their reasons when forming an appropriate plan to follow.
Follow a case study and solution method to help the employee and the business to work together to solve the issues that are currently impacting the employees. and this has the potential to increase efficiency in both your organization and the employees.