03.Employee Relationships

Introduction

The definition of employee relations refers to the organization's efforts to build and maintain good relations with its employees. By maintaining good, constructive relationships with employees, organizations hope to keep employees honest and more involved in their work(Lewicka D,2012). Often, the organization's human resources department manages labor relations efforts; however, some organizations may have the role of relationship manager and dedicated staff. Typical responsibilities of a labor relations manager include working as a mediator or coordinator between employees and managers, and can create or advise on the formulation of policies related to employee issues such as fair compensation, beneficial benefits, fair working life balance, fair working hours, and others. When it comes to labor relations, the department of labor has two main functions. First, HR helps prevent and resolve problems or disputes between employees and managers. Second, they help to create and implement sound and consistent policies for everyone in the workplace (Jacques,R,1995).

 

To maintain good relations with employees, an organization should first view employees as stakeholders and contributors to the company rather than just as paid employees. This vision encourages those in management and management positions to seek employee feedback, value their input significantly, and consider professional knowledge when making decisions that affect the entire company (Kuo,C,2004 ).

 

Strategies to Improve Employee Relations

Gennard,J,2005 points out strategies for improving employee relationships as well

01. Involve your team members, They should feel important and important in the organization. A person should be given responsibilities according to his or her interests and responsibilities. Do not put work on them. They are willing to accept challenges willingly. They have to enjoy whatever they are doing or they will end up fighting with their bosses and co-workers.

 02. Encourage individuals to share their work with each other, In this way people tend to talk to each other, talk about things to each other and thus the level of comfort increases. Let them work together and make their own decisions. The party leader should only intervene in the worst cases of conflict and major misunderstandings.

 03. Assign them targets and ask all your team members to contribute equally and achieve the target within the desired time frame Encourage them to work in groups. In this way employees have no choice but to rely on their partners and take the help of each other again. An employee must be free to express his or her opinion and all must sit down together to decide what is best for everyone.

 

The Advantages of Good Employee Relations

According to Picincu,A,.2018, the benefits of a good employee relationship are as follows.

 01. Increased Productivity

Employees who have a positive relationship with their colleagues and managers work smarter and more efficiently. They are more likely to put forth their best efforts and get involved in the company's projects. This leads to higher productivity and performance, which helps your organization grow.

02. Higher Retention Rates

More than one-quarter of employees are in a high flight-risk category, which means it won't take much for them to up sticks and leave. Many of these employees possess critical skills that could be really valuable to your company. The cost of replacing a skilled employee can reach 400 percent of their annual salary. A key departure can be so costly to the business, the best thing you can do is to avoid losing them in the first place. People are less likely to leave a company that recognizes and rewards their skills. As a business owner or manager, it's your responsibility to create an engaging work environment where employees feel valued.

03. Enhanced Motivation

Increased morale and motivation is one of the primary benefits of good employee relations. Disengaged employees cost organizations a whopping $300 billion in lost productivity each year. Companies with engaged workers, on the other hand, experience up to 43-percent higher productivity. Basically, it pays to make sure your staff feels appreciated and empowered. Let them know that their opinion is valued. Provide personalized feedback and express interest in their work. You also need to provide your employees with the technology they need to work better and faster.

04. Less Absenteeism

Workplace stress and conflicts are often the driving factors behind employee absenteeism. Up to 48 percent of Americans experience abusive behavior at work. Over 25 percent of bullying cases are not investigated. If your employees are constantly missing work, try to determine the cause. Ask about their relationship with other team members. Investigate any harassment charges and encourage your staff to report such cases. Assure your employees that you care about their safety and well-being.

05. Increased Revenue

Strong employee relations have a positive impact on the company's growth and revenue. People who feel motivated and engaged in the workplace do an excellent job in their assigned roles, resulting in better products, greater customer satisfaction and increased sales. Employees are a company's most valuable asset. The success of your business depends on their work. If your staff is motivated and engaged, they will stay with your company longer and strive to meet your expectations. The advantages of good employee relations cannot be overstated so take the steps needed to reward and motivate your team.

 

Conclusion

Employee relationships are the best way to manage employer-employee relationships. This is assertive because this approach has no pressure from management to employees, and the expression of conflict from employees to management is consistent.

 

References

i. Gennard, J. and Judge, G., 2005. Employee relations. CIPD Publishing.

ii. Bell, R.A. and Winters, L.C., 1993. Using marketing tools to improve employee relations. The Cornell Hotel and Restaurant Administration Quarterly, 34(6), pp.38-42.

iii. Blyton, P. and Turnbull, P., 2004. The dynamics of employee relations. Macmillan International Higher Education.

 iv. Farnham, D., 2000. Employee relations in context. CIPD Publishing.

 v. https://www.youtube.com/watch?v=Lx83q3mW0oo

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