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You are a Human Resource Manager, and one day an employee came to you saying that his Manager make mistake with him and after your investigation you found that his manager was wrong. What is the best way as you are a HR manager to deal with this situation.
Well, I am not sure what type of mistake you are refering to, but I suggest first to talk to each one separately inorder to identify what goes wrong and how it can be fixed first.
Then if I findout that the employees' supervisor or manager was wrong, I will talk to him and explain the issue for him then I will call the employee and will stress on2 points; first I appreciate his efforts to sort the problem; secondly, I will inform him that it is expected to approach his suppervisor first to sort the problem as a team member.
I case you are refering to a personal offense, in this case I will apply disciplinary action against the wrong person whoever he is as this is not acceptable behavior from anyone.
The most important is to conserve the manager's integrity and ego,at the same time deliver a satisfying a apology for the employee,set down with the manager and talk to him assuring him that his integrity and ego will be preserved and call on the employee and listen carefully to both sides and propose a solution preserving both parties morals and ego,and close your argument with a warm handshake between the two parties
I know for sure that is takes two to tangle. I will find out the issue from both parties individually to ascertain whether the issues are work related, personal, or otherwise. It takes a wounded staff to approach HR to complain about anybody so must be treated sensitively. Counseling and reconciliation methods must be approached as a solution. If that does work after a period of observations, them likely transfer of the employee may be considered
say him ok. And then find you yourself that the said statement of the staff member is right or wrong about the manager. Wait until you have found any mistake in him. After your observation about that manager take action negative or positive. but first must scrutinize, may be the act of the employee was, due to some personal conflict.
My first question is whether he asked his manager before coming to me. If not I would say him after talking with him I would inform his manager kindly to solve the problem.
Lets come the answer: Without having the motivation factors of the people in the organization we can only judge personalities whis is a wrong way. Listening people in such way would increase gossip in the organization. We should be more transparent.
180 degrees or360 degrees of HR assessment methods will be useful.
Defining the intensity level of the organization must be scored.
Case by case samples are required for the healthy decision making and cross check methods.
If I have none of them I listen the guys and say them "Do not worry everything will be allright". And you are going to deal with them every day.
First I will start damage control, second mistake preventive actions, last but not least, try to get as much as possible concession to employee who committed the mistake. Find root cause and suggest training for employees who can make same type of mistake.
identify the problem/mistake
look on the strength and the weakness of the manager in problem solving
find out the charactor of the employee: trouble maker or jocker relate to the complains
request for letter of explanation from both sides
conclude
give out feedback
go for an extra mile and let it be a lesson to others never to happen again
First I should find out the cause of the conflict. In many cases the supervisor was a co-worker of the employee and his promotion was not liked by the employee . I should also consult the un official grape vine and get more information about the conflict. Also I should know whether the dispute is a one time issue or chronic in nature. I should have a1 to1 meeting to get the views of both the parties and also the co-workers of the complaining employees team. I should give feedback to whoever is at fault and record the incident in accordance with its severity. But if it is chronic issue and the employee is productive it is better to bring him/her under a new supervisor.
