Employee concerns have to be handled swiftly, and the lines of communication open. But employee concerns should be handled differently based on the type of employee voicing the concern. The three types are those who say nothing, those who say little, and those who always have something to say. Handle each of these types of employees differently when they voice concerns. But no matter what type of employee they are, when employee concerns are brought out, they must be heard and addressed.
Addressing Employees Concerns Who Say Nothing
When those who say nothing bring forward a concern, it is critical to listen. An employee will say nothing for a lot of reasons and have concluded that the risk vs. reward of staying quiet wasn’t worth it. Thank them for bringing it forward. Listen to what they have to say and decide on the appropriate next steps. Follow back around to them with updates or the end result as appropriate.
Addressing Employees Concerns Who Say Little
When employees who say little bring forward a concern, it is still critical to listen and thank them for bringing the concern forward. Listen and validate what they bring forward based on your past observations or knowledge of the situation. Are others voicing this concern? Is there a trend? Decide on the appropriate next steps and make sure to follow back with necessary updates or resolution.
Addressing Employees Concerns Who Always Have Something to Say
There are multiple layers to employees who always have something to say. Some are good, others are bad, and sometimes they meet happily in the middle of good and bad.
They consistently sing praises about others
These concerns are addressed the same way you would for employees who say nothing or say little. With this, you should also review the concern from multiple angles. While the precise concern won’t be easily validated, this is a “where there’s smoke there’s fire” situation that you need to investigate. These types of employees act as an early warning.
They consistently voice concerns about others in a round-robin fashion
Is this a flavor of the month situation or two friends having a more personal relationship issue rather than a work-related one? These usually turn into mediation and are a result of something outside the office. Still, you will want to listen and determine what the course of action should be and follow-up on any outcomes.
They consistently voice concerns
This is the town crier of the office. These employee’s concerns can usually be validated easily. This changes your time with them to be more about counseling and helping them focus on themselves and not everyone around them. It is important to thank them for watching out and then help them refocus on their own work. This is important because it can sometimes be a distraction from their own lack of performance. But you still need to validate what they are saying through your own observations and talking to others. Give them the same feedback loop as appropriate.
What if an employee moves from the says nothing to always has something to say? First, you shouldn’t have allowed it to get this far. This means their concerns aren’t being heard or that no visible change is happening. It is also an indication that they may be heading toward disengagement. They may even be looking to leave. If they are worth saving, act now. Never ignore a person who cares about your business because loyalty is hard to find.
In minor cases, they simply moved into a different category and need to be counseled back. This happens from time to time and is natural for people to go through. Bring them into the solution planning and have them help turn the situation around.
There is a proper way to handle employee concerns. It starts by handling each one based on what type of employee is bringing the concern. Handle employee concerns differently because they are coming from different people, places, and viewpoints. Some are a distraction, and others are serious and need to be addressed. Avoid a wild goose chase by knowing your employees and their patterns in bringing up concerns.
Last updated on June 10th, 2020 at 03:10 am
