How can I deal with anonymous complaints?
accepting anonymous complaints, whether from customers or collaborators, is often part of the company's operation. These anonymous complaints can cover a number of problems, from dissatisfaction with the product or blowing a whistle to some that are not worth solving. Others are produced by dissatisfied employees who try to start rumors or let another worker unjustly end. While some complaints can be rejected directly, most should be investigated to see if they are legitimate or whether someone has side motifs. These complaints can help companies or damage its infrastructure depending on how the manager treats them. Each complaint should be treated with a certain skepticism and possible motifs of an unknown person to file a complaint should be determined as much as possible. Identifying a source of complaints CAN Help with it because some people may really want to help business while others may be angry and want to get another worker in sweatŽí. If the complaint seems to be the real or situation it represents, it is serious, the manager should certainly explore the complaint.
Investigations of anonymous complaints are carried out how to determine whether the complaint has a real fact or validity and to determine whether the situation requires intervention. This can be done by requesting a complaint aim or searching for facts from the records or records of the company. If the complaint is real or seems real, the manager should then speak intimately with the goal.
Although anonymous complaints seem real, some facts may not be correct. The goal should have a chance to say what they think of the situation or give your side of what the complaint solves. This can show Takmeone Else commit an infringement or that others are also guilty. Ending or punishment of an employee without knowing that the whole story can lead to court disputes for unfair termination or punishment.
If steps need to take, the manager should immediately submit an investigation and all the uncovered facts. The manager should also write a note with details of what happened to the employee, only in case it came to court. If an employee is angry with any steps and wants to bring a lawsuit, then leaving evidence can help prevent any damage or have the court fired out of the court.