Case Studies: Addressing grievances through one-on-one meeting

We come across many times questions during an interview or discussion wherein we have to describe our experience in form of mini stories. You can follow a standard pattern to answer this question.

STAR Method- Situation, Task, Action and Response

Situation- Scenario of the situation

Task- What task did you perform

Action- What action you choose to solve the problem

Response- The end result of the situation¬

In my role,we were conducting one-on-one meeting to know the pulse of the floor and get the opinions. I understand that the department was in difficult situation as received numerous complaints from staff about them being treated by departmental heads and managers. I also got aware that the recent high attrition taking place in the particular department was due to such manager & Departmental heads. It was a difficult project to work on as all dept heads and managers were in system for many years and they had not been held accountable for their action. We started creating a healthy set of working practices that clear sets the standard expected of managerial staff. Also, I discussed with learning & development department and facilitated training module for managerial staff based on new procedure about tasks assignments, delivering feedback, employee communication and it was most difficult to convince difficult managers who are not open to change. However, we continued and set in standard and put in process support.

After few months staff complained diminished and mangers were focusing more on achieving objectives. This is the technique where employee grievance solved, built their trust which resulted in more productivity and engagement. I could get to know in details about the managers by conducting one-on-ne meeting otherwise there were hardly any employees who would directly complain. So, such kind of meeting really helps.

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