Examples Of Employee Relations

 


Examples Of Employee Relations


Employee interactions seem to be a simple concept. But when you dig deeper, you'll discover that formulating a strategy entails several variables.

 

The following nine examples show employee interactions in action.

 

 1. Making sure that fresh team members contribute to the company's culture

 

A good employee relationship includes making sure that all potential employees bring a unique or necessary quality to the company. It's up to the HR relations team to screen potential employees not only when they apply but also in interviews. Hiring is no longer about competence alone. It's also about the culture add.

 

2. Onboarding support for new recruits


Teams in charge of employee relations are in charge of the entire onboarding procedure. Teams must prepare their welcome packets, schedule meetings with important participants, and prepare their equipment.

 

3. Offering employees continual assistance

 

Once a new team member enters the business, employee relations practices continue. Furthermore, you must offer continuing assistance in the form of coaching, mentorship, and learning and development programs.

 

4. Analyzing performance

 

For businesses to continue to expand annually, performance among employees must be improved. Teams in charge of employee relations keep track of each employee's performance and, when appropriate, provide solutions to assist. Utilizing tools for insights will help you with this.

 

 5. Dealing with employee misconduct

 

HR staff will face difficult circumstances even with the strongest employee relations plan. Unfortunately, there are cases of employee misconduct, including harassment and breaking health and safety laws. Therefore, teams need to have a strategy in place to handle these issues.

 

6. Resolving persistent disputes

 

People who do not get along will always exist. Employees that are unhappy at work may argue with their managers or even one another. Employee relations staff will help defuse these situations and will help find the best possible settlement.

 

7. Looking for novel ideas to further improve employee wellbeing

 

Even in a job with happy coworkers, there is always room for improvement. You might look for creative ways to further improve employee satisfaction by paying for online courses, encouraging mental health days, and supporting other wellness initiatives.

 

8. Extra-curricular initiatives

 

Offering activities and events outside of the office is one of the finest ways to enhance the wellness of your employees and the workplace. This might be anything as easy as a few cocktails on a Friday night or even paid yoga or fitness sessions online.

 

9. Office health and safety procedures

 

The development of building safety procedures is the responsibility of employee relations specialists. They must also ensure that everyone receives the proper instruction and manage everything effectively in case something goes wrong.

 

 

 

 

 

References

  • Gregg, U. (2017) HR Basics; employee relations. [online video] Available from: https://youtu.be/j2WsfhSIEHI [Accessed 3 March 2023]
  • Waters, S. (2022) Employee relations: An overview and best practices. [online]. Available from: https://www.betterup.com/blog/employee-relations [Accessed 3 March 2023]
  • Zippia Team (2022) What are examples of employee relations. [online]. Available from: https://www.zippia.com/answers/what-are-examples-of-employee-relations [Accessed 3 March 2023].

 

 

Comments

  1. When harassment or bullying reported what should be your first reaction as a manager?

    ReplyDelete
    Replies
    1. Get to know your company's policy. Employees should have a policy on behavior in the workplace, including information on bullying. Find out all the details you can, including processes for informing supervisors and the steps you can expect them to take.

      Delete
  2. How do you evaluate the members involvement for organization culture?

    ReplyDelete
    Replies
    1. Managers and leaders can observe employees' behavior, actions, and interactions in the workplace to assess their involvement in the organization's culture. This can include observing how employees interact with their peers, supervisors, and customers, and how they adhere to the organization's values and norms. Providing feedback to employees about their behaviors and actions related to the organizational culture can also help in evaluating their involvement.

      Delete
    2. Conducting employee surveys can be an effective way to assess employees' perception of the organization's culture and their level of involvement in it. Surveys can include questions related to employees' understanding of the organization's values, their alignment with the culture, and their engagement in cultural initiatives or activities.

      Delete
  3. What is the employee relation manager/mansgement 's duty here?

    ReplyDelete
    Replies
    1. I appreciate Jayamini asking the question on my blog.

      Delete
    2. The employee relations manager/management has the responsibility to establish and maintain a positive relationship between the organization and its employees. This involves managing communication channels, addressing employee concerns and grievances, promoting a healthy work environment, and developing and implementing policies and procedures that support the organization's goals while also protecting employee rights.

      Delete
    3. Some specific duties of employee relations managers/management may include:
      1. Developing and implementing employee relations policies and procedures.
      2. Providing advice and guidance to managers and supervisors on employee relations
      issues.
      3. Conduct investigations into employee complaints or misconduct allegations.
      4. Managing employee discipline and grievance procedures.
      5. Developing and implementing employee engagement initiatives.
      6. Providing training to employees and managers on employee relations policies and
      procedures.

      Delete
  4. Employee relation is a vast subject to discussed. Employee engagement and employee wellbeing are the most important factors for employee retention.

    ReplyDelete
    Replies
    1. I appreciate Chamindi's insightful comment on my blog.

      Delete
    2. I agree, employee engagement and well-being are crucial factors in retaining employees. Employee engagement refers to the level of enthusiasm and commitment that employees have towards their work, and the organization they work for. Engaged employees are more likely to be productive, innovative, and stay with the company for a longer period of time.

      Delete
    3. Employers can improve employee engagement and well-being by providing opportunities for professional growth and development, recognizing and rewarding employee accomplishments, fostering a positive work culture, providing work-life balance, and prioritizing employee health and safety.

      Delete

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