4) Correct procedures to deal with grievances in workplace

• The following procedures may be followed to deal with grievances in the workplace:

  • Supervisor must resolve grievance within 3-5 working days.
  • Complainant must verbally report grievance to supervisor.
  • Manager must invite all parties of grievance to a meeting.
• Types of personality and strategies to deal with difficult personalities

  Complainer

  • Listen to complaints but don't acknowledge them by nodding head.
  • Interrupt complainer after a while and proceed with strategies to deal with issues raised.
• Types of personality and strategies to deal with difficult personalities

  Indecisiveness

  • Suggest alternative approaches and guide the employee through alternatives.
  • Assist employee with decisions and affirm the employee.
• Types of personality and strategies to deal with difficult personalities

  Over-agree

  • Be firm with employee and don't allow him/ her to let them make promise that they cannot keep.
  • Monitor progress of duties assigned to employee.
• Types of personality and strategies to deal with difficult personalities

  Negativity

  • Listen to employee, but do not agree with him/ her.
  • Allow employee to express his/ her views, but do not own their negativity.
• Types of personality and strategies to deal with difficult personalities

  Expert

  • Listen to employee but let him/ her know that you are in control of situation.
  • Refrain from attacking their views, as this will lead to confrontation with him/ her.
• Types of personality and strategies to deal with difficult personalities

  Quiet

  • Give employee sufficient time to express his/ her views on the issues.
  • Affirm employee by acknowledging inputs provided.
• Types of personality and strategies to deal with difficult personalities

  Aggressive

  • Provide employee with sufficient time to express himself/ herself.
  • Protect other employees from being intimidated by employee.
• Ways of dealing with difficult employees

  • State purpose of meeting to ease any fear that employee may have.
  • Assist difficult employee about being realistic about changes in his behaviour.
  • Be specific about behaviour of employee that's deemed to be unacceptable.