When you first start at a new company it can all be very overwhelming not knowing much about who they are. One of the most difficult things to learn when you first start would be where to turn when you have an issue within the workplace. When you first start issues can occur very easily, whether it be with another member of staff or just with the work you are doing, so it is important to understand what safeguarding measures are in place.

In this week’s blog I’m going to address an issue of where to turn when you have an issue at work and how you should handle it. First of all you must know who can turn to when you feel as though an issue needs to be spoken about. This can include colleagues such as your line – manager, HR or if the case is very serious then your directors. Personally I would recommend HR as they may know more information about your enquiry. Equally, your line-manager will know more information about other enquiries such as your workload or discomfort with people within your team. In this situation they will be better to talk to and the situation will be resolved faster. Lastly, if it was a serious issue then it could be taken to directors who would give appropriate support.

Knowing who to turn to is something that can make all the difference as it’s the first step towards sorting any concerns that can occur. Knowing how to respond to these issues is just as important. You should always know to not over or under react to any problem as this could only make it worse. If you feel as though you could deal with an issue yourself, you need to be careful and make sure that you deal with it in a professional manner.

For example, if you had an issue with your employer you wouldn’t proceed to tell all of your colleagues as this information will then get back to your employer, making you look bad and potentially making the situation worse. Instead you would go to the appropriate person – your line-manager or the HR department – to discuss whatever it is you’re unhappy with. This problem will then be sorted accordingly with no extra hassle! A way to under-react would be to not do anything about it. If you’re uncomfortable/unhappy in your current working situation and you’re letting your feelings stew, then not talking about it is just going to make you more unhappy – or worse, you could overreact and explode over something little.

Here’s a quick checklist for safeguarding:

1. Identify your HR Manager
2. Identify your Line Manager
3. Make sure you are familiar with your company’s handbook and/or policies and where these are stored for reference.

If you follow these guideline of who to talk to and how to deal with issues in the workplace then you will be perfectly comfortable in your working environment!

Say goodbye to grievances and hello to a happy workplace 🙂


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