06.HOW TO IMPROVE EMPLOYEE RELATIONS

 

INTRODUCTION

Figure1:Employee Relations

When businesses have procedures in place to guarantee that leaders and employees participate in regular feedback and communication, development opportunities, recognition, and wellness, maintaining positive employee relations is much easier, and team members are typically happier.

According to Liz Strikwerda(2022),

The Core Characteristics of Great Employee Relations

• Respect

• Communication

• Transparency

• Employee commitment to core values

• Diversity, inclusion, equity and belonging

• Supportive managers and leadership

• Employee training and development

According to Jessica Cieslinsky (2023),

1.  Better equip managers to be the frontline employee relations contact :

Managers are crucial in maintaining good employee relations as they’re the immediate point of contact for most employee issues. In my experience, being the frontline employee relations contact doesn't come naturally to most managers but, fortunately, I have found it can be quickly learned.

I developed a leader toolkit that I shared as part of a larger "new leader training" in my last role, and I am working on a similar initiative currently. 

Here’s what’s included: 

• Time Management and Delegation                                                                                                Our managers are often pulled in many different directions so time management and delegation are key to managing their workload effectively so that they have time to manage their teams. Time management tools can help prioritize tasks, and platforms like Asana and Trello are great for project management and collaboration. Delegation is key to managing their time and is another aspect of management that often is a learned skill. I encourage managers to identify tasks that can be delegated to others on the team and to set clear expectations for their completion.

• Giving Feedback                                                                                                                                                                            Managers can encourage regular employee feedback by scheduling regular individual check-ins with their direct reports. 

  I remind managers to make sure to provide both positive and constructive feedback to their team members. This can help to improve employee engagement and morale on the team level by giving employees the opportunity to feel heard.

• Conflict Resolution                                                                                                                                                                         

  The process begins with an “open-door” policy where employees are encouraged to approach management with concerns. A conversation is conducted where both sides are given their turn to speak, during which they understand they will not be interrupted by the other. 

  Both sides agree to listen fully, and not prepare their rebuttal. After both sides have the opportunity to speak, together they decide how the path forward should look. 

  Everyone understands that HR or a second-level leader is brought in only after this process has been completed in good faith. 

    2.Build rapport with employees as HR and become a trusted partner

 To be effective, HR must be a trusted business partner for employees at all levels in the organization.

I achieve this by being clear and consistent in my guidance, always maintaining professional standards, and treating employees equitably. When I started a new role last year, I needed to earn the trust of several key leaders who were hesitant to partner with me. While it was sometimes frustrating, and I felt as though I was having to prove my value to them over and over, I eventually built rapport and earned their trust.

In communicating with those key leaders, I had to take the initiative to schedule time to meet with them, instead of waiting for them to come to me. 

3.Clear and continuous communication

I have found inconsistent communication to be the root of many employee relations issues. 

Encourage open communication between all levels of leadership and employees, not just front-line managers and their direct reports. 

As I mentioned above, an “open-door” policy can help facilitate this, but it is the first step in building a culture of open communication.

Other ways to facilitate open and consistent communication:

• Clear communication policies and guidelines: This includes defining the preferred channels for different types of communication (emails, meetings, internal messaging systems, intranet) and setting expectations for response times.
• Training: HR can provide training to managers and employees on effective communication skills to ensure that they are able to convey their message clearly and effectively.
• Feedback mechanisms: Implementing systems for employee feedback, such as surveys and stay interviews, allows employees to contribute their thoughts and feedback consistently.

    4.Regular Performance Reviews

Performance reviews are important for employee relations because they provide a formal platform for feedback (something employees crave).Conducting regular employee performance reviews helps identify areas for improvement and recognize achievements.

An effective performance review cycle is one where employees know what to expect and there are no surprises at the end of the year. Expectations, goals, and performance measures are made available to employees, and managers ensure that these are fully understood. Managers and employees should meet regularly throughout the year to review progress on key performance measures. The cadence of these meetings should be at least quarterly and can be more frequent if needed.

These recurring meetings are essential to a successful and effective performance review process. The year-end performance review should then be a summary of all previous reviews throughout the year. 

Performance management software like Workday or BambooHR helps formalize and streamline the process, if you don’t already have a platform as part of your HRIS suite. Other methods for ensuring regular feedback and connection:

Regular 1:1 check-ins between managers and direct reports

Providing training on administering and receiving effective feedback.

    5.Develop an employee recognition program

    Employee recognition programs facilitate acknowledgment and appreciation of the efforts of employees who contribute to the organization's purpose, mission, and values. A formal recognition program helps to improve employee morale and motivation and provides data to review the effectiveness of the program.

A good employee recognition program 

• Personalized: Allows employees to be recognized in a way they appreciate, with incentives that motivate them. Facilitates peer-to-peer recognition: This fosters a culture of appreciation across all levels and can be more meaningful as peers see each other's work closely.

• Transparent criteria and process: Clearly communicate how employees can be recognized. Transparent criteria and processes prevent confusion and ensure fairness.

• Leadership involvement: Leaders and managers actively participate in the program signifying the importance of recognition in the company culture.

    6.Ensure employee well-being

No one appreciates being worked into the dust and stress and burnout are real issues in the modern workplace.

Ways to promote well-being:

• Flexible work arrangements: Remote work, flexible hours, and job sharing are highly appreciated by employees for work-life balance.

• Provide clarity: Clarity around role and expectations helps reduce uncertainty and stress.

• Provide regular feedback: Again helps remove uncertainty and ensures employees are prioritizing correctly.

• Listen: Employee listening helps identify concerns and solicits feedback to create a better employee experience.

• Provide supportive resources: Offer resources and support that can help employees in challenging times, such as access to counseling services, mental health days, or flexibility in work arrangements.

• Monitor workloads: Ensure that employees are not consistently overburdened with work. Regularly review workloads and redistribute tasks if necessary to prevent burnout.

    7.Approach difficult situations with empathy

Showing empathy at work requires HR to be approachable, understanding, and willing to provide support to employees when they need it most.

Ways HR can promote empathy:

• Active listening: listening to employees without judgment and offering support or resources to help them address their problems or concerns. You can validate the person’s feelings and emotions without necessarily condoning their behavior.
• Inclusive policies and practices: Advocate for and implement policies and practices that are inclusive and consider the diverse needs of all employees.
• Open and approachable communication: Create an environment where employees feel comfortable sharing their concerns and issues. HR should be approachable and available for conversations, whether formal or informal. You can also make use of employee communication software.
• Cultural sensitivity: Be aware of and sensitive to cultural differences in the workplace. This includes understanding various cultural perspectives and adapting communication and support accordingly.

                                            Source(You Tube,2021)

        CONCLUSION

Ensuring that employees are content and motivated at work is the main goal of employee relations. It could seem that employee relations can wait till it's convenient because we have a lot on our plate, but it can't. As remote and hybrid work environments become more common, we must make sure that our staff members are content, engaged, and happy.

        REFERENCES

Cieslinsky, J. (2023). Improve Empoyee Relations. Retrieved April 12, 2024, from Peoplemanagingpeople.com: https://peoplemanagingpeople.com/culture/how-improve-employee-relations

Liz Strikwerda. (2022, May). stratagies for improving empl relations. Retrieved 04 12, 2024, from Workforccehub.com: https://www.blogger.com/blog/post/edit/681014502747761889/6702289666066105517

Figure1:Employee Relations

Source(You Tube,2021)