You’ve just been hired as an Employee Relations specialist. What’s the first thing you should do?

1 Learn the culture

Every organization has its own culture, values, and norms that shape how employees interact, communicate, and work together. As an Employee Relations specialist, you need to understand the culture of your employer and the expectations of your stakeholders. You can do this by observing, listening, and asking questions to your colleagues, managers, and leaders. You can also review the mission, vision, and goals of the organization, as well as the policies, procedures, and codes of conduct that guide employee behavior.

2 Build trust and rapport

One of the most important skills for an Employee Relations specialist is the ability to build trust and rapport with employees at all levels. You want to be seen as a credible, fair, and supportive resource who can help employees with their issues and concerns. You can build trust and rapport by being respectful, empathetic, and transparent in your interactions, by following up on your commitments, and by providing constructive feedback and recognition. You can also network and collaborate with other Employee Relations specialists and HR professionals to share best practices and learn from each other.

3 Assess the needs and gaps

As an Employee Relations specialist, you need to have a clear picture of the current state of employee relations in your organization, as well as the areas that need improvement or intervention. You can assess the needs and gaps by conducting surveys, interviews, focus groups, or audits to gather feedback and data from employees and managers. You can also analyze the trends and patterns of employee complaints, grievances, disputes, or disciplinary actions to identify the root causes and potential solutions. You should also monitor the external environment and the legal and regulatory changes that may affect employee relations.

5 Evaluate and improve

Finally, you need to evaluate and improve your Employee Relations strategies and practices on a regular basis. You can do this by measuring the impact and effectiveness of your actions using indicators such as employee satisfaction, engagement, retention, or productivity. You can also solicit feedback and suggestions from employees and managers on how to improve your Employee Relations services and processes. You should also keep yourself updated on the latest trends, research, and best practices in Employee Relations and HR, and seek opportunities for professional development and growth.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?