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"I’m afraid that raising my grievances will lead to more negative behaviour." Tripartite Alliance for Fair & Progressive Employment Practices shares how leaders can address this and more common concerns at the workplace.
Despite having proper grievance handling procedures and channels in place, employees may still hesitate to raise their concerns due to fear or perceptions 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.
Here are some key concerns employees may have when raising grievances, and ways for employers to address them.
1. "I’m afraid that raising my grievances will lead to more negative behaviour."
Negative employee sentiment may arise from a toxic work environment characterised by mistrust or when an employee feels isolated. For example, an employee working with colleagues who frequently converse in a language that he does not understand, may feel that raising this concern to supervisors may lead to strained relationships and further social exclusion.
Actions to take:
- Employers, supervisors, and line managers should role model the desired behaviour and cultivate a respectful and inclusive workplace culture by encouraging all employees to use English, the common working language in Singapore, to communicate with colleagues.
- Encourage open communication where employees can freely express their thoughts.
- Actively listen to their employees’ concerns, including paying attention to their tone of voice and body language. By doing so, employees feel they are understood and respected.
- Encouraging open dialogue and feedback promotes respectful behaviour, which helps alleviate employee fears about raising grievances.
2. "I’m afraid that nothing will be done about it in the end."
Employees may perceive that their grievances will not be addressed by the employer, leading to a sense of futility in reporting issues.
Actions to take:
- Employers should acknowledge the concerns and provide assurance to employees that their grievances are taken seriously.
- Inform employees about the grievance handling process and what is the expected timeframe for follow-up actions to be taken.
- Communicate the inquiry outcome clearly to the affected employee or inform them of the next course of action if the grievance is not fully resolved.
- Employers should build trust by acknowledging grievances, offering clear information about the handling process, providing timely updates, and communicating the resolution outcome 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 and clearly outlines the process for employees to raise their concerns, including who they should approach if their issue involves their direct supervisor or manager.
- Train staff handling grievances to handle sensitive information appropriately, such as keeping details of grievances and identities of affected employees confidential, and ensure that information is only shared with 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 employees’ fears and uncertainties while fostering openness and trust.
- Safeguard employees who report grievances and reinforce the company's non-retaliation policy to preserve a safe working environment.
A culture of trust, transparency, and psychological safety in the workplace is essential. It helps to allay employees' concerns when surfacing grievances and support the implementation of a proper grievance handling process.
TAFEP provides information and resources to help employers and HR professionals keep abreast of HR best practices. Visit tafep.sg to find out more.
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