Tips for Sound Employee Relations!

Most companies have a separate HR department or an Employee Relations Division that looks into developing sound employer-employee relationships. The core of sound employer-employee relations is based on effective methods for communication and participation, a safe and effective work environment and commitment and motivation of all staff. The aim of an Employee Relations or the HR department is to improve employer-employee relationship, empower productivity, motivation and morale, and prevent and resolve problems arising due to work situations.

Here are some pointers to achieve this:

  • Open all channels of communication between the staff and employer at all levels. Employees should be informed about new changes or initiatives, etc. This enables them to take better decisions when required.
  • Identify and focus on common areas of interest among staff.
  • Anticipate and resolve conflicts wherever possible.
  • Encourage employees to talk about their concerns and conflicts.
  • Provide channels for conflict resolution and increase mutual trust amongst staff and employers.
  • Make employees feel wanted. Management should try to find out about employees’ hobbies, birthdays and other occasions that are important to the employees. Being cared for by the Company makes employees feel secure.
  • Respect employees at all levels, whether the office boy or project manager. Just because they work for your company does not mean that you can order them around. Treat them on a par with others and respect them.
  • Respect all differences of opinions. This will give you an insight into the thinking of your employees. Employee could agree or disagree with management’s viewpoints.

The management should be fair to each of its employees. Showing partiality or bias towards a few employees will create a rift or discomfort amongst others.

The job should keep employees challenged. If the staff gets bored with the same kind of work, the morale of the worker will reduce and he will ignore his work duties. To keep the job interesting, the employer can arrange for training sessions which will enhance employees’ skill sets and more.

Employees are the most important asset of any company. To make employees feel at home at their workplace, it is important that the employer and employee communicate effectively with each other, set rules that are flexible and fair, but enforce positive discipline. This attitude will lead to work being done efficiently and increase profits as the Company does well.

Do share your thoughts on the same.

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Written By

Asma Zaineb is a Marketing Manager at CommLab India. She is responsible for generating quality leads for sales via inbound marketing.

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7 comments on “Tips for Sound Employee Relations!
  1. Ryan Tew says:

    It should not set rigid rules, nor should it be extra nice. The key to sound employee relations is developing a culture where you cultivate an environment where employees learn to treat and see each other as people. We utilized the Arbinger Institute and the principles in the book “Leadership and Self-Deception” to help us make a culture shift at the Salt Lake International Airport. I highly recommend this material

  2. I’ve got a lot to say about these issues, having watched organizations closely since 1978 and having been involved in all sorts of jobs and consulting and speaking gigs since then.

    So here goes, this in regards to what organizations should do to help improve the workplace and what is needed:

    Clear Missions and goals and expectations, but a collaborative and engaging workplace whereby people can self-motivate and work together. I see huge issues of engagement globally, where we miss the opportunity to ask for and possibly implement new ideas to make things run more smoothly and effectively.

    A 2009 Gallup study found that organizations with engagement scores (top quartile) had 18% higher productivity and 16% higher profits.

    Job security important – Over 20-year period, OECD found labor productivity growth was much higher in the countries where it is hardest to fire people. What was surprising as well as disappointing is that 42% of US HR Execs still have “reducing headcount” as their top priority! “Improving organizational performance” was not even on the list of things to do!

    Reality: A Sirota Survey of 2007 found that 85% of employees say their morale declines significantly after spending 6 months on the job.

    THAT statistic should scare people!

    My background holds a doctorate in psychology and a lot of writings and the like. My newest newsletter is on ownership and engagement and is anchored by the theme, “Nobody ever washes a rental car.” People do not take care of things that they do not own.

    See info on my Square Wheels cartoons and my team building games at http://www.PerformanceManagementCompany.com

    And have fun out there!

    .

  3. SachinM says:

    Believe and Trust are the Most important things than creating rules and policies
    If the Employer himself is an Employee, he can rarely sustain the Employee and Make them feel home and create great opportunities.

    Because it’s only an Optimistic Independent Boss who can think about the welfare of the Company and its employees. Like a Elder / Father who thinks of the Family’s welfare and his children, and thus the family grows. If a Boss too thinks about his the Company and employee and creates opportunity positively for the growth, even this Company, which is also a family has got great chances for growth. It’s Trust, Loyalty, Transparency, and great Teamwork that plays vital role in the growth of any company.

  4. Bob Mason says:

    While the HR department has an important role to play, it is the leader who really makes the difference. Employees will usually put up with a higher level of silliness or just plain stupidity from the company’s administration if they work for a good leader.

    My experience tells me the leader can be successful if they follow these general steps.

    First, the company must ensure it’s employees (all employees, not just leaders) understand the senior leader’s vision, the company’s mission, it’s values, and the goals and objectives the company wants to achieve. If the company doesn’t do this, the leader must.

    Second, and this is critical, every employee must clearly understand why they are important and how they impact the accomplishment of the goals.

    Third, the first and mid-level managers must be trained in and understand the basic concepts of leadership. They need to be able to enforce the company’s standards strictly and fairly, while helping employees excel.

    Leaders must strive to learn about their workers. They need to know what people’s needs are and what motivators they respond to. That doesn’t mean they are responsible for coddling employees, but these things make it easier to turn workers into engaged, self-motivated employees.

    If this sounds a little touchy-feely, it isn’t. Everywhere I’ve seen this approach used it has worked.

    Bob Mason
    Author, Planning to Excel:
    Strategic Planning That Works

  5. Training management and all employees in personality type increases the ability for understanding one another’s strengths and process in working together.

    The companies that I have conducted these trainings for have achieved positive results in communications and interrelations far beyond their expectations.

  6. Laura Parendo says:

    Integrity! As management set fair guidelines then, “do what you say, and say what you do.” So often ambiguity in rules or guidelines leads to perceived unfairness, untrustworthy-ness, and animosity between workers themselves as well as with management. It starts at the top.

  7. Jim Velos says:

    Relationships are a two way street. Most efforts by HR are aimed at fixing something that is already broken. You can create and maintain a healthy organization by only hiring managers and employees with similar values and positive attitudes. Attempting to “save” people because they have a talent will only spread negative diseases throughout the organization.

    Some of the most effective business teach the line managers to manage their human resource team. If the relationship works you do not need a third party.

    You organization exists the way it does because it condones the attitudes of the management and employee teams. Fix the source of the problem or you will stunt your growth.

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