27/08/2026
"It'll probably just blow over."
A business owner mentioned something to me in passing during a routine conversation.
"Oh, and one of the employees has raised a grievance about me."
I asked what they had done about it.
The answer?
Nothing.
Not because they didn't care.
Not because they were trying to avoid responsibility.
But because they felt awkward.
The complaint was about them, they were busy running the business, and they simply didn't know what to do next.
It's a mistake I see quite often in small businesses.
When someone raises a grievance, it can feel personal.
It can feel uncomfortable.
And sometimes the temptation is to put it to one side and hope the issue resolves itself.
The reality is that grievances rarely disappear on their own.
In fact, they often grow.
So, I stepped in and took ownership of the process.
I invited the employee to a formal grievance hearing, explained their right to be accompanied and gave them the opportunity to talk openly about their concerns.
As the conversation unfolded, it became clear that this wasn't a major misconduct issue.
There had been a build-up of frustrations over time.
Poor communication.
Misunderstandings.
Different personalities struggling to work together.
Things that had never really been addressed.
The most interesting part?
Once the employee felt listened to, the temperature of the situation changed completely.
They weren't looking for an argument.
They wanted to be heard.
By giving the employee a safe space to share their concerns and by following a fair process, we were able to move the situation forward constructively.
Sometimes HR isn't about complicated policies or lengthy investigations.
Sometimes it's simply about creating the right environment for people to have the conversations they've been avoiding.
Have you ever put off dealing with a difficult workplace conversation because you weren't sure how to handle it?
Learn more:
🌐 www.speaktohr.co.uk
📞 020 4512 8300
