Strategic Employee Relations

  🤝 The Nameless Invisible Hand: Building Trust and Transparency: the Unmovable Pillars of the High-Performing Workplace. In the current dynamic workforce, there is a paradigm shift of relationship between the organization and employees. The era of information and black box decision making is dis appearing. Trust and transparency are the two elements that are becoming crucial to modern success. These are not mere buzz words, but rather what make the difference in terms of creating an atmosphere of engagement, loyalty and high performance. Employees feel psychologically safe when they believe their leaders and the organization and hence they eventually deliver their best. In the researches, it is always found that workplaces with high degree of trust and transparency have great benefits, such as high employee engagement, high profitability and high employee retention [2, 3]. The Openness Power: What Does Transparency Mean? Transparency in the Workplace does not just involve sharing...

⚖️  The HR in the Management of Grievances: Fairness and Harmony. A working environment that employees can be heard and respected is an effective environment. Whenever there is a conflict or concern, that is, the grievances, the Human Resources (HR) department becomes the key custodian and the grievances are dealt with in a fair, timely, and confidential manner. The role of HR is much larger than a paperwork; it is based on preserving organizational culture and reducing the chances of legal liability. The HR has several important roles to play in Grievance Management. The HR role of dealing with employee grievances is taken up by the Employee Relations [1]. They are involved in the process to provide a standard process, which is objective and compliant. 1. Setting up a Definite Grievance Process. The HR should play the groundbreaking role of designing and implementing an open, accessible, and transparent policy of grievance [3]. This procedure must outline: - The avenues of reporti...

💻  Remote Work and the Future of Employee Relations. The change to working remotely, which was expedited by the recent global events, is not only a change of location, but a significant one in the relationship with employees. The old office culture of being close, directly supervising employees, is being overtaken by those that emphasize trust, communication and performance. This change brings its share of challenges, as well as new opportunities of creating stronger, more flexible and more human-oriented relations at the workplace. The Fresh Purpose of Fidelity and Independence. An isolated environment reverses the principle of manager-employee relationship, which is one of supervision to trust [1]. Managers can no longer keep track of presence; they need to have faith with employees to manage their time and deliver results. Such needed independence is one progressive step. Surveillance to Support: Managers will have to become coaches and facilitators and offer resources and barr...

  🤝  Disagreement Strategies in the Workplace. It is impossible to avoid workplace conflict, and that must not be devastating. Conflict when handled in the right way can result in innovation, better appreciation, and better relationships. Lack of its attention, however, may lead to low morale, low productivity and high turnover. The trick is to use good conflict resolving techniques. Learning about Conflict Styles. It is always good to have a glimpse at the five primary conflict-handling modes before getting into the strategies, which can be frequently rooted in Thomas-Kilmann Conflict Mode Instrument (TKI) [1] before diving into the strategies: 1 Competing (Win-Lose) : Excellent assertiveness, little cooperation. One person will seek personal agendas at the expense of the other. 2 Accommodating (Lose-Win) : No assertiveness, high cooperation. The person lays their interests aside in order to appease their interests of the other individual. 3 Avoiding (Lose-Lose) : The low as...

📣  Employee Voice: Promoting Feedback and Discussion. The contemporary workplace does not just survive on efficiency, but it also prospers on engagement, trust and innovation. The foundation of a very high-performing culture is strong Employee Voice the possibility of safe expression of the thoughts, concerns, and ideas of employees and their real consideration during the decision-making process [1]. Once workers feel they have a voice, they are not workers they are stake holders in the success of the organization. On the other hand, unheard affects the commitment, wellbeing, and innovation desire of employees very negatively [2]. Developing a culture that promotes formal feedback as well as open discussion is not a mushy advantage, it is a strategic necessity. The voice of Power of Being Heard: Why Voice Matters. The positive effect of a robust employee voice is palpable, and it influences the bottom line as well as the human experience of the workplace: - Enhanced Engagemen...