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GeistTV
Bruce Mills
Almost every workplace has one – the disgruntled employee who frequently complains to supervisors and co-workers.
Complaints might range from workload (too much, too little), supervisory style (too demanding, too lenient), co-workers (lazy or harassing), pay (always too low), tools (too primitive, too complicated), etc. Such an employee typically causes disruption and dissension in the workplace and requires an inordinate amount of managerial attention.
The law in recent years has grown to protect many forms of employee complaints. For example, the law regarding sexual and other forms of harassment requires employers to institute policies that encourage employees to complain if they feel they are being harassed. Likewise, various “whistleblower” laws protect employees who complain about unsafe working conditions, illegal practices, and the like.
Employers are not helpless against chronic complainers, however, although caution is necessary. The best tool for addressing disruptive behavior is a comprehensive code of conduct contained in an employee manual. Rules against insubordination and discourtesy to supervisors, co-workers and customers should be included. Employees who violate these rules should receive a written warning initially and more serious forms of discipline if the misconduct continues.
Poorly performing employees (which account for many of the gripers and complainers) should have their deficiencies addressed and be put on a schedule for improvement or termination. Written documentation is essential, so that a terminated employee cannot claim that no one ever told him (or her) that there was a problem. If proper documentation is prepared, even an employee who lodges a protected complaint (of sexual harassment, for example) can be terminated if it can be shown objectively that non-protected misconduct was the reason for the termination.
Moreover, it is important to look carefully at an employee complaint to determine whether it is really protected. While an employee who is entitled to be paid overtime complains about not receiving it is protected, an employee who complains that he was wrongly denied a raise is likely not protected.
Similarly, “harassment” is an overused word in the workplace today. Complaints of unwanted sexual advances from a boss or co-worker are clearly protected, but an employee complaining that her boss is “harassing” her by reprimanding her for poor performance is not protected.
Whiners and complainers should be dealt with promptly and decisively. When the complaints interfere with productivity or employee morale they should be addressed. When the complaining involves misconduct or disruption and is not protected, it should be the subject of discipline. If it continues, termination of the disgruntled employee may be the only way to prevent the dissension and malaise from spreading throughout the workforce.
So your saying that you just dont wont the employees to say anything .RIGHT.
you just dont wont the employees to complaine at all about anything . RIGHT.
what so the management can look good and keep there jobs and the people that do all the work and bust there butt just has to take it . is this what you are saying ????.
yes I know its sounds like Im complaining RIGHT.
The employee has to go throw the chain of comand .
and if its about your Boss then they have the right to go above.
So dont set there and make it sound as if people are just doing just because.
it realy does not matter how they feel or there feeling for that matter.
in there mind its[ we can replace you] If you wont great work out of your employees
then treet them right pay them a good wage be fare and have an open door.
and if there is a time where an employee come to you about someone then have your ast. in there so the employer has back up.But dont just throw them under the bus.
Whoa, take a few classes……or 5 or 8!
Wow Candi… is your post a joke? Did you graduate high school? Your spelling is atrocious.
Absolutely pathetic, Candi. Managers can't help you… Try a shrink.
Wow, who’d a thunk someone abrasive like you would not only agree with this article’s stone-cold author but also post ad hominem attacks instead of addressing the arguments from dissenters.
It is exactly your mentality and the authors that creates dissent. Instead of addressing issues, you sweep it under a rug! Somebody disagrees? Bah. Oh, what’s this? Somebody disagrees passionately?! GET HELP! I guess having emotions is a sign of sickness.
Did it ever occur to any of you why complainers tend to be “poorly performing?” Because when someone says something negative about you, you tend to dislike the person. Disapproval feels bad no matter who it comes from. So what now? Use a defense mechanism: Find as much wrong with the dissenter as possible in an attempt to nullify their ability to reason, therefore voiding their arguments. They keep complaining despite your dismissal? Start scrutinizing everything they do. Believe me, EVERYONE makes mistakes. NO ONE is being productive 100% of the time. Find flaws and exaggerate them. Boom, termination.
It makes me wonder if the original article itself is a parody.
I think all of you guy's need to grow up!
<MANAGER>