Maintaining healthy employee relations in an organization is a pre-requisite for organizational success. Employees who understand this ensure that their organization is not devoid of it no matter what. For high productivity and human satisfaction, strong employee relations are required. It generally involves dealing with, avoiding and resolving issues concerning individuals which might arise out of or influence the work scenario. An effective communication system in the organization fosters good employee relations. Healthy employee relations lead to more efficient, motivated and productive employees which further lead to increase in sales level.
Employee Relations Improvement
Employee relations must, and have to be strengthened in an organization, as it is of great importance to the success of an organization. To do so, following points must be taken care of:
- Be friendly but not overboard with the employees – you have got to build a good rapport with the employee. The employee should feel comfortable with the manager rather than feeling scared and awkward. This will ensure increased productivity.
- Every employee expects to be treated fairly. Therefore, management must treat all employees as individuals and must treat them in a fair manner. Favoring certain employees must be avoided at all cost.
- Maintain a continuous interaction with the employees. Do not keep them out of the loop. Keep them updated about company’s policies, procedures and decisions. Keep the employees well-informed. Informed employees will remain motivated, as they’d see themselves as being instrumental to the organization’s plans.
- Employees must be rewarded and appreciated for a well-done job. This can only boost their morale.
- Keep employee jobs interesting and fun-filled. Train them to be better and gain industry trending skills.
- Give the employees competitive salary. They should be fairly paid for their talents, skills and competencies.
Despite the importance of strong and healthy employee relations, there are situations that hamper this relation. Some of which include –
- Absenteeism, change in employee’s behavior, slow performance and grievances are all forms of employee indiscipline. They are a deviation from what is expected of them. Thus, when the employees fail to meet management expectations in terms of standard performance and behavior, it is referred to as indiscipline on the part of employees. In cases like this, the management will have to take steps towards ensuring employee behavior conforms to the ideal.
- Employers aggrieve employees when they do not provide them with safe working conditions and incentives. This could hamper employee- management relations.
- Employees not meeting their targets or working under unfavorable terms could stress them and result in strenuous relations with the management.
All the above mentioned organizational factors influencing employee’s relation must be carefully tackled. An optimistic approach to strengthen disciplinary culture rooted on shared norms of employees should be adopted. An effective grievance redressed system should be there. Stress management strategies should be followed in the organization.