Employee relations is a term used to describe relations between employers and employees. For that reason, the focus on employee communications is bigger than ever before. The main goal of every employee relations strategy is to improve relationships and collaboration in the workplace. Good leadership is ranked as one of the most important factors that attract new candidates and keeps existing employees. In that sense, employee relations often focus on helping line managers truly connect with their employees.
While employee relations is a term used to describe employees relationships within an organization, while employee relationship management is a term used to describe a process of creating good relations in the workplace.
Employee relationship management happens when an employer manages the relation between all employees in the company. Good employee relationship management goes far beyond whether or not you and your employees get along. Proper employee relationship management must include effective communication, employee engagement initiatives , structured employee experience plan , and implementation of the right tools and technology.
Companies with good employee relationships enjoy many benefits. In general, it is easier for them to engage, motivate, understand and keep their employees.
Here, employee relations play a crucial role. It has been proven that companies with better employee communications have much higher rates of employee engagement. Here few tips to improve employee communications to drive better employee engagement include:.
Employee engagement is often related to employee satisfaction. Less engaged employees are less satisfied. Poor employee relations can be one of the main causes for that. Employee satisfaction and engagement boost employee productivity. Companies with well-structured employee relations enjoy higher productivity, revenues, and profits. Moreover, organizations with highly engaged employees have an average 3-year revenue growth that is 2. If your employees know exactly what their goals are and if you give them constant feedback on their work, they will work harder towards achieving their goals.
Check out these 5 tips to improve employee productivity with better communications. High employee turnover is one of the biggest problems companies face today. The cost of an employee leaving is significant. Therefore, many employees try to avoid that expense. Employee retention can be improved in many ways. Partiality is one of the major employee relations examples. Staffs give their best when they hear equally appreciating comments. Creating a partiality-free work environment truly enables the employees to participate and thrive to work hard in giving out their best performance.
Office staffs, industry workers, and your team members are the elementary part of your business. Investing in them, for example holding learning and training programs, employee skill upgradation program, peer monitoring, employee wellness programs, and many more. Depending on the size and type of business, the options here are endless; what matters is treating your staff well and helps them develop themselves.
Trust your people! What can a company do without its employees? Expectation, reliance, and trust are three strong pillars of a successful business. When you convey your expectations and your vision with your staff, trust them. Try managing your team through weekly discussion meetings, graphing out work processes, and help them head towards goals. When your employees understand what is expected of them, and that they can approach you whenever needed, then let them be.
Taking corrective actions and focusing their strengths helps in making them feel valued. This also helps the staff in working with a renewed sense of responsibility towards the company. The employee relation process is the steps followed by the management after mutually agreeing upon the employee union.
Employee relations process steps help in regulating how management handles the employment process, issues, and industrial relations with its staff. The main employee relations process flowchart involves the following three steps;. Dispute resolution is of course the main objective of any HR management. The aim is to collectively bargain with the employees and preferably reach a satisfactory agreement by both parties. Conciliation is one of the most important parts of the employee relations process that helps in reconciliation between both the parties-employer and employee.
The management either appoints a third party as Conciliators or chooses to solve the issues by themselves. This process aids in building a bridge through mutual compromise. Arbitration is defined as the last resort for reaching a settlement when disputes cannot be solved in any other way.
This process is carried out by appointing an arbitrator who legally solves issues prevailing between employer and the employees by bringing them to consent on a final verdict. Mediation is making recommendations to the employer and the staff union. Here, the employer is free to agree upon any suggestion or reject the same. Mediation means the employer retains full control of the situation and may choose to opt for an informal employee relations process over legal suggestions.
Apart from the above stated formal employee relations process, the HR manager may choose certain informal processes as well.
The issues prevailing in the company gives an insight into negative behaviours procuring in the workplace.
The management has to closely monitor and document the issues to provide effective measures in sorting them out. Here are the fundamental employee relation process steps that help to measure the effectiveness of the solutions;. Finding the cause of each issue is the initial goal of a manager. The employer has to find out the reasons behind issues, whether the problem was addressed before? This helps in finding out behavioral changes among employees, a lack of leadership action, and measure the transparency of communication.
Resurfacing the cause may help in hitting the main issue and establishing correct employment process solutions. Thorough notes, documentation, and process need to be charted to solve employee relations issues. The process involves trying out various formal measures to solve issues- conciliation, arbitration, and mediation. Reviewing an issue through mutual agreement may be one of the best measures to consider. When the process lacks mutual agreement, legal resources may be the final step to solve employee issues.
The employee and the employer may choose to take legal advice if they feel that the complaints are not handled properly. Employees who provide friendly work ambiance and let the employees feel heard and valued may typically solve problems without getting involved legally. When the issues and complaints are closed, it is understood that employee relations have developed positively. When the staff members are satisfied with the process, the effective outcome depicts re-joining to work.
However, if the employees are unsatisfied and dispute prevails, they may choose to resign. Whatever the cause may be, the employer must try to keep its subordinates content and handle them smartly. Building a strong relationship between employer and employees is the ultimate key to a successful business.
The importance of the employer-employee relationship is discussed in chapters of Management studies as well. This association is an art which monitors and manages the relation between team members and develops a healthy work environment. The prime motive of the leaders is to eliminate conflicts and encourage work-bonding among the staff. A harmonious association between the management and staff members leads to productivity and work efficiency. Consistent motivation and better communications eliminate the barrier between the two parties.
When employees are positive, they will put their best efforts to make projects successful. Your one-stop-shop for People Analytics! At the foundation of the employee — organization relationship lies a social and psychological contract.
This contract consists of beliefs about reciprocal obligations between the two parties Rousseau, , Schein, Perhaps unsurprisingly, employees often perceive that their organization has failed to adequately fulfill that contract. In other words: these perceptions can potentially be catastrophic for your employee relations.
According to a study by Morrison and Robinson , there are two root causes of perceived psychological contract breach: reneging and incongruence. Reneging is when an agent of the organization recognizes that an obligation exists but knowingly fails to meet that obligation. An example would be when a recruiter made an explicit promise to a new hire that he or she would be promoted within three years and then fails to uphold that promise. Incongruence, on the other hand, is when the employee and organizational agent s have different understandings about whether a given obligation exists or about the nature of a given obligation.
An example would be when a recruiter vaguely said that people tend to get promoted quickly, often within three years and that the new hire mis interpreted this as a promise.
Now, what lessons can we deduct from the above when it comes to employee relationship management? In my opinion, there are two key principles here for organizations: 1 keep your promises and 2 be both clear and honest in your communication. Here are 6 employee relations best practices. No surprises here. Share organizational updates with your team, inform them as soon as possible about people leaving, and build a relationship in which no one is afraid to speak up or ask questions.
Which brings us to our next employee relations best practice. This one consists of two parts. The first part is about making sure you frequently share — and communicate, there it is again — the mission and vision of the company. Rather than having a manager repeat the company vision over and over, this quiz-like method gets everyone involved.
Trust them. One of my former managers was great at this. Just keep in mind that there is a fine line between offering guidance and feedback. Showing your employees you care and giving them recognition is key in building strong employee relations.
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