Anonymous Employee Complaint

Here we go again. Sometimes that’s how it feels as one team member after another comes to my office to register a complaint. As manager of a diverse group, I know issues arise from time to time. Some are easily resolved. Some are more challenging. One thing that will always complicate matters is when the complaining party wishes to remain anonymous. While still wanting “something done about it.”

When dealing with complaints about coworkers the worst result is both parties will be displeased in the end. If you are able to keep one happy you are doing pretty well. If somehow you are able to resolve the issue without alienating either side, you are a superstar!

Let’s start at the beginning. Eliminate surprises. When someone comes to you with a complaint it is essential they know anonymity is not an option in every case. Some complaints disclose behavior prohibited by law. These cannot be dismissed. The complainant must know this at the outset.

I have found people are willing to speak out about issues if they understand their role in supporting their organization and their fellow workers. As managers, our job includes continuous improvement. This is sometimes achieved by encouraging and making it safe for our staff to bring up concerns.

When the fear of reprisal is mitigated, employees, managers, and the entire organization can deal with complaints in an open environment and look forward to resolutions which improve production and working conditions.

If you would like help having the conversation that puts complaining parties at ease, contact Pam Wyess – pam@workplaceresults.com for support.