Some employees only complain about other workers simply to complain about something. But some employees only complain because there are valid reasons to complain. Prepare your complaint before you speak to your employer about the employee, so your employer can see that there is validity behind the complaint. You want to be taken serious as you present your case against the employee, rather than be seen as a complainer.
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Talk to people around the office to see if anyone else is bothered by the employee in question. You can increase the effectiveness of the complaint by collecting signatures regarding the issue. Be honest and straightforward when collecting signatures. Some employees may not want to complain, so do not force them to sign. The signatures should back up your claim, rather than cause you problems.
Ask your employer if you can speak with him. If he does not have time to see you, write a letter that outlines everything regarding the complaint. If you have a chance to speak with him, address the same points as you would in a letter. Employers do not want to dismiss all employee complaints because there may be something serious about it. It may be a legitimate complaint, rather than a whine.
Explain and define the issue about the employee, so your employer understands the situation. Define why the employee is causing you to complain, why you want to share this information with your employer and what you want your employer to do. This does not necessarily have to mean terminating the employee's position, but could simply mean talking and solving the problem.
Show the employer a list of signatures to prove that this is a group complaint, not a personal complaint. More may be at stake for the employer if many of the workers are dissatisfied with the employee in question and support the complaint.
List possible solutions to the issues discussed in the meeting. An employer will push you to come up with constructive solutions, so do not only suggest one. For example, if the problem can be solved by moving an office, suggest this. If a solution can be agreed upon, implement it immediately. Do not wait for solve the issue, as it could grow and become a serious issue.
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