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How to Respond to Your Employee’s Concerns

How to Respond to Your Employee’s Concerns

An essential part of your managerial role involves responding to your employees’ concerns. This helps your employees feel like valued and respected members of the organization.

Quickly addressing an employee’s concerns shows you care about them. Working to resolve the issues helps your employee feel supported.

Demonstrating you want the best for your employees promotes engagement and productivity. It also increases job satisfaction and employee retention. All of this elevates your bottom line.

Follow these guidelines to respond to your employee’s concerns.

Provide Your Full Attention

Give the employee your undivided attention. This shows their concerns are important. Your other work can wait.

Actively Listen

If your employee explains their concerns in a concise manner, let them finish talking before you begin speaking. However, if your employee continuously goes off-topic, ask them to stop for a moment so you can check your understanding.

Summarize what you heard. Then, ask follow-up questions to gather additional information. Repeat the process until you have a clear idea of your employee’s concerns.

Be Empathetic

Express an understanding of why your employee’s concerns are upsetting. Also, talk about what you can do to resolve the issues. Show that you want to do anything in your power to make things easier for your employee.

Find a Resolution

Talk with your employee about what can be done to resolve their concerns. Work toward creating an agreement on what the next steps should be.

Perhaps your employee should talk to a colleague who is involved in the situation. Or, you might need to speak with a team member who is contributing to the employee’s concerns.

Ensure your employee understands what their action should be and what your action will be. Then, set a time to follow up on the results.

Contact Human Resources

If the employee’s concerns involve legal issues, immediately notify HR. Any concerns involving discrimination, sexual harassment, financial mismanagement, or threats of personal harm must be thoroughly investigated.

Maintain Confidentiality

Any information shared with you must be kept confidential. Your employee does not want their personal issues shared with others.

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