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Employee Relations Training And The Law

There are a variety of drivers of engagement. One might argue that the largest driver of engagement has to do with the leaders of the company and how they interact and build relationships with coworkers. Employees that leave a company cite that a main reason of dissatisfaction is that they had a bad relationship with one of their leaders.

Maybe the leader didn’t provide a good vision or direction, maybe the employee did not get meaningful feedback on their contributions, or maybe the leader was simply unapproachable and cold. Motivational and inspiring leaders are probably the most important driver of employee engagement. Employee relations training can give human resources the tools they need to help their leaders encourage engagement.

The use of offensive and foul language should be kept out of the workplace to ensure a healthy work environment for all. When such employee conduct goes unchecked by supervisors, there will likely be significant employee relations issues for the employer and employees.

Like any other activity in the workplace, supervisors are responsible for maintaining a productive work environment for all. Casual clothes should not be a distraction to the work that must get accomplished. Employees should adhere to the guidelines that are outlined in a dress policy to avoid any employee relations issues in the workplace. The policy should present guidelines for supervisors to follow in the administration of the casual dress day. For employers with multiple work sites and areas of specialization, the policy should allow for some flexibility on the part of each department with the supervisors using some discretion in these matters. Since employers need to conduct business and project a good image to the public at all times, employees must avoid any clothing that will appear inappropriate even on “Casual Day”. For example, low cut tops or dirty sneakers in an office setting can be most distracting to customers or visitors to the organization. Supervisors of a work group should have the discretion to decide what casual clothes are acceptable to a work environment.

When it’s time to talk to the employee causing your employee relations issues, keep their feelings in mind. For the initial conversation, be very aware of any behavior on your part that could increase their defensiveness. Instead of telling them what they NEED to do (a great way to set off defensive alarms), consider asking them what you would like to see them do. Make sure you let them know that this meeting is meant as a constructive environment, not a disciplinary method.

No business can afford to have unhappy employees. Employees who aren’t satisfied with their job are less productive and more likely to “spread” their unhappiness to others. This creates an unpleasant atmosphere for everyone. That’s why good employee relations are critical to the success of a company or organisation.

There are numerous aspects of human resource management that are designed to maintain cordial relation between the company and its employees, and one such aspect is facilitation. What makes the practice of facilitation crucial for better management-employee relationship is the difference of opinions at different levels. Each employee may have his or her own opinion and would always want that opinion to be accepted by the others. When such thing doesn’t happen, clashes occur that adversely affects the productivity. This is where the role of a facilitator is intensified.

Taking steps to maintain healthy employee relations is a win-win scenario for everyone. Employees are happier when they know a company is concerned about their needs, and companies get the benefit of greater productivity and a better working environment. What are some ways a company can foster better employee relations?

Many scholars look at employee relations on the broader perspective of the relationship between the employer, employee, trade unions, the government and stakeholders who have interest in either the employees or employer. All these play a role to make the work life between the staff, employees, and employer worthwhile. They help build and advance their interests for a mutual benefit and results achievements.

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