Employee Relations Make or Break

Employee Relations Make or Break

Recently, I came across an intriguing post on LinkedIn that sparked me with thoughts deep.

Employee performance review can't be annual. It should be as regular as possible to review, feedback and do course correction. It's a disaster to wait for yearend reviews. – Raghav Belavadi, Founder & CEO, Hype Luxury (Council Member of CII)

Most organizations today have robust systems in place to “monitor” the employees of every kind that are involved running the business towards building the brand. Though sustainability and growth are dependent upon various factors from strategizing to implementing, the most important aspect of human interaction and the impact it creates takes a back seat.

When communication too suffers an internal haemorrhage in an organization, then the outcome is “employee disconnect”. Leaving it unaddressed might impact the overall growth of the organization, and in turn its culture.

Now, read again from the beginning; the dots connect well – Internal Communication – Employee Disconnect – Performance.

How to damage the damage?

Employee relations has a straight connect with employee performance. Hence, heading through a robust employee relations could be the path to achieving optimal employee performance. This responsibility primarily falls on the shoulders of the immediate bosses and the HR representatives, and the way they interact with their teams.

Healthy employee relations lowers workplace disputes, enhances employee morale, and eventually results in improved productivity. Here are some aspects, integrating which into the work culture, would help organizations in addressing the employee relations voids.

1. The bull’s eye first day

It’s their first day; naturally the candidate would be enthusiastic about knowing the new role. Hence, keep the paperwork and the briefing presentations limited, as it could kill the excitement of onboarding and would lower the enthusiasm. Instead, give a warm welcome, get them to their bay, introduce them to their colleagues; designate someone to get them adapted to the environment. All these will set a positive feel for the new employee of being valued. Such first impression will last through their stint.

2. Power of positive feedback

While monitoring is focused on gauging the employee performance, feedback should be included as part of the monitoring. Positive feedback has its own magic of boosting employees’ drive to do more. Positive feedback makes them feel they are valued as an asset to the team. When positive feedback is given on a regular basis, it would enhance their performance.

Thanking your employees is essential. When verbally thanked, employees feel that their bosses are supportive and recognize the good work. Such appreciations may retain the employees; such gestures can make a mile of difference than it is perceived.

Monthly or weekly meets can be utilized to reward credible accomplishments of the employees. A public recognition inspires the achievers to contribute more.

3. Improve communication to repair employee-disconnect

Kill talking at your employees, as it would make your employees feel that their presence does not complement your team. Further, resorting to only emails or memos to communicate with employees is rather bureaucratic and unproductive.

Show up. When managers and HR personnel are approachable, it gives the employees an edge to effortlessly get advice that they require to deliver productive results, solve problems, or address issues they face.

Conduct regular meetings to convey vital information, give updates; importantly, allow them to raise their concerns, provide perspectives and ideas. Involving the members of staff in setting their own goals, the goals for the team as well as for the company will inspire them to take ownership and pursue achieving the goals.

Transparency is elemental. When managers make their employees feel that they are open, reliable, and truthful, almost every employee will work happy. Further, transparency helps creating a mutually supportive work environment.

4. Provide career growth

Organizations that play an effective role in providing promising career growth through developing their current skills or facilitating to acquire new skills or training will be a commendable move. Discussing with the employees and setting up professional development plans for them would help them achieve their career goals.

While providing professional development opportunities to employees, organizations can consider running a tuition reimbursement plan. This would entice employees pick newer courses and get trained; the company too will see itself loaded with a loyal, agile workforce in place.

Today, professional development prospects have become a priority in deciding to a job offer next to promotion and pay amidst the Gen-X and the baby boomers.

5. Aid them to be happy

Happy employees are usually more productive at work better compared to the unhappy ones. They are more creative and better at problem solving.

Employees become happy not only because of the perks and parties, they look for defined roles and responsibilities, meaningful work, skill-relevant jobs, due recognition, able and transparent leadership etc.

No matter what steps you take to make better employee relations, you should be able to assess employee engagement on a steady pace. Use a point of reference data to evaluate your results to other organizations.

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