Employee Relations

Years ago, the mentality of many business owners was that if their employees were paid well, there was nothing else to worry about. Then, things shifted and it became understood that some form of employee recognition like a plaque or pin was helpful to retain and motivate employees. Nowadays, more than the standard employee recognition programs are needed to create an environment where employees are productive, happy, and willing to stay.

So just what does the term “employee relations” mean? When asked, managers’ answers vary. Basically, they think it sounds like a nice concept but they don’t know what it is or what they should do to promote it.

Employee relations are the employee and supervisor/manager relationships. This is an ongoing relationship process. It doesn’t happen overnight and it takes a lot of effort.

Why is it worth it? It is because positive employee relations reduces turnover and therefore improves your bottom line. Employees stay when they have good relationships with their supervisor. In fact, that relationship is one of the most important determinants in whether an employee decides to leave or to stay. Employees don’t always quit the company they quit their supervisor.

In determining where you stand on your employee relations, ask yourself these questions:

Do You:

Regularly ask employee’s opinions on things that affect their work?

Employees feel more committed when their input is enlisted, especially if it affects their jobs. In addition, who better to ask than the ones who are doing the work?

Provide feedback when suggestions are made?

Employees will not make suggestions if there is no reinforcement. Even if a suggestion cannot be acted upon, a response must be given along with the appreciation of making a suggestion.

Inform employees about decisions that affect them?

“Because I said so” only works for toddlers. Tell your staff what is happening and why it is happening so that they feel a sense of control and understanding versus helplessness.

Consistently discipline employees?

Trust is a critical part of the supervisor/employee relationship. Therefore, consistency and fairness in all disciplinary practices is a must. It also will help reduce the potential for litigation.

Model the behavior you expect from your employees?

“Do as I say not as I do” doesn’t work. You set the standard for the behavior of your employees. Whatever you do becomes the norm and will be the accepted standard.

Hire qualified personnel versus a warm body?

There is nothing that will destroy the relationships you have with your staff faster than hiring an unqualified person. It creates poor teamwork, reduced productivity, and low morale.

Know a little about an employee’s personal life?

Be friendly but you don’t have to be friends. It makes employees feel important if you know enough about their other life to ask how their family is or what they did on their vacation.

Praise and thank employees in front of their peers?

Praise in public, reprimand in private. This well-worn phrase still applies. Behavior you want repeated will be and employees will feel positive if whatever recognition technique you use is done in the presence of others.

Clearly communicate performance expectations?

Insecurity about performance will not improve your relationships with staff because they don’t know where they stand.

Have fun with your staff?

Have fun not make fun. Be silly. Share a laugh with your employees. Giggles solidify relationships.

Communicate one on one with all staff regularly?

One on one communication is the most effective form of communication. During this one on one, time must be given for the employee to communicate as well.

Offer employees the opportunity to learn new things?

The emerging workforce wants ongoing training and the chance to continuously learn and grow.

Appreciate and encourage diversity among your staff?

More and more, our workforce is diversifying. Welcoming, encouraging, and appreciating the differences of your staff strengthens your relationships and helps employees feel part of the team.

Avoid verbiage that may be demeaning or hard to understand?

Alienating employees can happen very easily if you use words that speak “down” to them or cause feeling of inadequacy because they don’t understand what you are saying. Speak simply and clearly.

Relationships aren’t always easy, but promoting positive employee relationships can certainly reap terrific benefits. So next time you feel like handing out a plaque, make sure that you are employing the other techniques too!

Libby Anderson is a human resource consultant and trainer. She can be reached via e-mail at edahrsvcs@aol.com.