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Last updated on Feb 19, 2025
  1. All
  2. HR Management
  3. Employee Relations

An employee raises serious grievances at work. How do you align their needs with corporate goals?

When an employee raises serious grievances, it's crucial to address their concerns while keeping corporate goals in mind. Here's how you can achieve this balance:

  • Listen actively: Give the employee your full attention and validate their concerns to build trust.

  • Identify common goals: Find mutual objectives that align the employee's needs with the company's goals.

  • Implement practical solutions: Develop actionable steps that address the grievances without compromising corporate objectives.

What strategies have you found effective in aligning employee needs with corporate goals? Share your insights.

Employee Relations Employee Relations

Employee Relations

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Last updated on Feb 19, 2025
  1. All
  2. HR Management
  3. Employee Relations

An employee raises serious grievances at work. How do you align their needs with corporate goals?

When an employee raises serious grievances, it's crucial to address their concerns while keeping corporate goals in mind. Here's how you can achieve this balance:

  • Listen actively: Give the employee your full attention and validate their concerns to build trust.

  • Identify common goals: Find mutual objectives that align the employee's needs with the company's goals.

  • Implement practical solutions: Develop actionable steps that address the grievances without compromising corporate objectives.

What strategies have you found effective in aligning employee needs with corporate goals? Share your insights.

Add your perspective
Help others by sharing more (125 characters min.)
113 answers
  • Contributor profile photo
    Contributor profile photo
    Rutvi Desai CHRP/CHRM/LSSGB/LSSBB

    Senior Human Resources Officer | Lean Six Sigma Black Belt, CHRP/CHRM

    • Report contribution

    Acknowledge the grievance, understand root causes, and show how resolving it benefits both the employee and business. Find solutions that meet employee needs while supporting corporate goals, and communicate openly to align expectations.

    Like
    29
  • Contributor profile photo
    Contributor profile photo
    Smrutikanta Swain

    HR Strategist & Researcher | 15+ Yrs in Power & Energy Sector | Expertise in Talent, IR, OD & HR Transformation | Ex-Tata Power

    • Report contribution

    Addressing employee grievances requires a balanced approach that aligns individual concerns with corporate objectives. First, actively listen to understand the root cause and assess its impact on morale and productivity. Engage in transparent communication to acknowledge concerns while reinforcing company values. Collaborate on solutions that meet both employee needs and business goals—whether through policy adjustments, role modifications, or additional support. Encourage a culture of trust by ensuring fair resolution and continuous feedback mechanisms. A well-handled grievance boosts engagement, reduces turnover, and strengthens organizational commitment, driving both employee well-being and corporate success.

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    14
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    Sankar Ponnuswamy

    Dynamic HR Leader | Aspiring Independent Director | People & Culture Strategist | HR Business Partner | Driving Transformation & Employee Experience | PoSH TTT | SHRM-SCP | XLRI Alum

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    Firstly, understand the grievances from employee's perspective with empathy and without any commitment to him and tell him/her that we will conduct fair investigation and communicate the outcomes. At this stage you can refer the HR policies/ code of conduct /employment terms clauses which talks about the respective grievances [ Some of the grievances may get sort it out here / some may require more evidences ] Secondly, align the grievances with company's strategic directions, what are all the possibilities can/ cannot be done with policy references towards the grievances and better give some example to make him/her understand well. This communication should be very transparent with the employee .

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    11
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    KHUSHBOO KAPOOR

    HR Professional | Specializing in HR Operations & Business Partnering | Driving People-Centric & Process-Driven HR

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    Employee grievances are inevitable, but how we address them shapes our organizational culture. A structured, transparent resolution process builds trust while aligning with business goals. The key is active listening with empathy, understanding concerns without bias, and assessing their impact on both employees and the organization. Solutions should prioritize fairness, uphold policies, and foster a positive work environment. Clear communication, strategic problem-solving, and timely follow-ups ensure employees feel heard and valued. A proactive approach leads to stronger engagement, higher retention, and a culture of trust.

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    6
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    Dixion Lobo

    Business Development Manager @ BOTG LLC | Strategic Business Development

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    When an employee raises a serious grievance, it’s a critical moment to listen, empathize, and act. My approach is to first understand their concerns fully—without judgment. I then assess how their needs align with corporate goals by identifying common ground. Open communication, transparency, and a commitment to finding mutually beneficial outcomes are key. By addressing grievances thoughtfully, we not only resolve issues but also strengthen trust and alignment with organizational objectives.

    Like
    5
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    Maeed Alqahtani

    Experienced HR Manager @ ALMARAI | Advanced Leadership Program

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    “One thing I’ve found helpful is creating a structured grievance process that encourages employees to voice concerns openly while linking resolutions to the company’s values and objectives. This fosters trust and keeps everyone aligned on shared goals.”

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    5
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    DHAVAL DHEBAR

    Head of Human Resources | HR Operations|Talent Acquisition Specialist|POSH ExpertILegal Compliance ExpertILegal Drafting ExpertIHealthcare|Medical College|Construction Industry| Manufacturing

    • Report contribution

    Understand the grievance by having empathetic attitude. if the grievance is genuine it , and can be redressed under the purview of organizations goals, resolve it after taking managements consent. If the grievance is not reasonable and not resolvable, employee may be informed clearly that the grievance is not reasonable. Proactive steps to be taken so that grievance is not raised.

    Like
    4
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    Contributor profile photo
    Debobani Saha

    Deputy Manager -HR @ Aakash Educational Services Limited | PGDHRM |HRBP |Organizational Behaviour | Industrial Psychology|NHRD Member|Employee LifeCycle Management|HR Generalist

    • Report contribution

    Employee grievances can stem from various factors and need to be addressed with a balanced and objective approach. The 1st step is to identify whether the grievance raised is genuine or based on mere whims.This requires active listening with empathy to understnd the employee’s perspctve thoroughly.Once the concern is understood,the gravity and validity of the grievance should be measured to decide if it requires escalation to higher mangmnt.If the issue holds merit, an open discussion with the leadership team should be initiated, keeping in mind the best interests of both.The final decision should align with the company’s policies &long-term objctves,ensuring a solution that fosters employee satisfaction without compromising org goals.

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    3
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    Chetna Shrestha

    Learning And Development Specialist |Centre of Excellence|Human Resources

    • Report contribution

    Listen in genuinely, fair and thorough investigation maintaining confidentiality. Provide a solution that is aligned with company policies. Maintain record of the same for future references and best practices

    Like
    3
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    M Madhava Subramanyam

    Unit Head – ITC Ltd, Bollaram Unit | Leading Sustainable Manufacturing in Barrier & Fusion Boards | Supply Chain & Operations Expert | Business Excellence Coach – PSPD

    • Report contribution

    1. Assess the Employee’s Role Identify the key activities aligned with the organization's goals. Break down these activities into knowledge and skill components required to perform them effectively. 2. Evaluate Knowledge & Skills Rate the employee on each component using a four-point scale: 1 – Novice: Needs guidance and training. 2 – Understands: Has theoretical knowledge 3 – Practicing Independently 4 – Expert: Fully competent, understands how activities align 3. Document & Identify Gaps Create a structured document summarizing each employee’s role-specific competencies Identify training needs based on gaps between current skills and required proficiency 4. Develop & Implement a Training Plan 5. Monitor Progress & Align Goals

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    3
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