Your employee relations workflow is falling apart. What's the best way to get it back on track?

Nothing can be improved without understanding what needs fixing. The foremost step (and potentially the only step) needed is to look deeply within the current situation and figure out what is breaking the workflow. Is it lack of 1:1 connects with the employees, or the lack of trust between employees and the management/HR, what has caused this trust issue, or is the lack of a confidentiality that has crippled the workflow. In all such cases, different measures are taken. A broken employee relation workflow could be a result of all the above and other gaps. Once identified, specific changes and introduction of process, team, tools can easily rebuild the workflow. In addition, the secret fix-it-sauce will be clear & upfront communication

Internal Customer satisfaction precedes external customer satisfaction. An engaged employee is an asset & your best advertisement. Very few companies succeed in this space. My 2 cents on this are: - Open and transparent communication even where heirarchy exists. - Retention and recognition of good employees to build culture. - Staff engagement events, some usual and some that brings the wow factor. - Personalised training programmes. - Setting up a dispute handling committee with good gender mix. - A channel for employees to voice their opinion. - Regular Skip level meetings also helps. - Nothing beats a healthy work life balance. - Fair remuneration with health care benefits for employees. - Finally, Being Human is the key.

The initial stage in enhancing your workflow for employee relations involves pinpointing areas of weakness. This can be achieved by evaluating your existing procedures and policies, gathering input from both employees and managers, and scrutinizing data and patterns related to employee relations, such as engagement surveys, exit interviews, performance evaluations, and grievances. Search for any deficiencies, disparities, or inefficiencies in your workflow, such as unclear roles and responsibilities, lack of communication channels, insufficient training or support, or outdated or missing documentation.

Before you go onto step one. Consider Step Zero. Define the state of employee relationship and what employee experience your company is willing to build. I've seen many examples when skipping this foundation may cause some sort of delusion, when what an HR team cares for is not supported by the leadership. Therefore, I strongly recommend you to invest time in engaging your leadership team into honest dialogue. Make sure they understand, they really want, and they commit themselves and every manager to the cause. Because it is not HR people who build employee relations, but it is every manager of your organization. And without leadership support and commitment no manager would take it seriously enough.

Review current practices, policies, and feedback channels. Analyze employee relations indicators like engagement surveys and exit interviews. Look for gaps such as unclear roles, communication issues, insufficient training, or outdated documentation.

Align goals with organizational vision, values, and employee expectations. Set SMART goals – Specific, Measurable, Achievable, Relevant, and Time-bound. Goals might include improving employee satisfaction, fostering a positive work culture, enhancing performance, or reducing conflicts.

We should break down our larger goals into smaller, achievable milestones and that'll provide our workforce with a sense of fulfillment. It'll also serve as a checkpoint for gathering valuable feedback on our strategies and processes. By embracing this iterative approach and continuous feedback system, we enhance the efficiency of our processes and ultimately improve our outcomes.

In addition to goals, vision is critical. It informs the goals, it shapes the communication and it can give connection to mission and overall why. It helps the team set goals and take action that is cohesive and builds a culture.

Understand their issues and listen well this happened, after careful consideration go first steps Give them a break to recharge thier energy and go back with better activity,. Then give the guidance to work properly to achieve the goals

Clearly articulate the objectives you want to achieve with your employee relations workflow. Whether it's fostering better communication, resolving conflicts more efficiently, or improving overall employee satisfaction, having well-defined goals will guide your efforts and keep the team focused.

Select tools aligned with goals, budget, and resources. Consider HR software, communication platforms, feedback systems, recognition programs, or coaching services. Ensure chosen tools are user-friendly and integrate seamlessly with existing systems.

Select appropriate tools and technologies that align with your identified gaps and goals. This could involve implementing employee engagement platforms, communication tools, or performance management systems. Ensure the chosen tools integrate seamlessly with your workflow to enhance efficiency and effectiveness.

Aprovechar al máximo la tecnología para facilitar y simplificar los procesos y llegar de mejor manera a esos objetivos trazados.

Too much software, that is not the answer. A robust talent management program which includes a leadership assessment to answer this key question- "do we have the right leadership bench strength to implement our strategic agenda and live our values daily?

Choosing the right tool is key to bridging the gap. Factors to be considered in choice of tool include the following alongside the other considerations of budget and other factors: a. Organizational culture b. Maturity of the organization in terms of technology adoption c. Workforce demographics d. human touch / personalized service.

Clearly explain reasons, benefits, steps, roles, and expectations of the changes. Provide training and guidance on new tools and procedures. Communicate changes transparently through multiple channels like emails, meetings, webinars, or manuals.

Clearly inform the employee the benefits of the changes to the organization and the employees. Always transparent to the employee will keep charge the employee. And actually it is beneficial for the organization.

Communication is the foundation to all good relationship. Often we don’t communicate enough to our employees the reason why changes needed to be done or why certain decision is taken even though it may not be the most popular one. Establish a good communication plan that is transparent, clear and easy to understand. Better still if you can do it in person. The most important link in employee relations is in the human touch.

In today’s world where technology is trying to overtake human being, the real Human Touch is missing…identify and fix it, the rest will fall in place.

Open up line of communication between employee and management . Encourage them with honest feedback. Initiate channel for employee to express their concern and suggestion. Take necessary steps to identify the gap and further improvement.

In my experience , I believe Identifying the issue is the major task. Verifying each process going in a smoother manner or not. Better communication with the employees or between the teams is important. Also, check whether employees require any training and initiate such development activities. Continuous progress of policies and procedure adjustments. These will help us to create a positive work environment.

Measure progress using defined indicators and metrics. Collect feedback from employees and managers on their satisfaction and experience. Compare results with baseline data and industry best practices. Identify challenges and opportunities for further improvement.

To evaluate results you need to set targets. The best target for the start is a small improvement on your internal benchmark, which represents your historical run rate.

Always evaluate your successful change by checking in with your team to ensure their satisfaction has increased. This can be a challenging step to remember when you pour your heart and mind into a solution, but as it’s said the best laid plans can miss the mark.

As per my viewpoints, the first step involves identifying the critical pain points and inefficiencies within the existing workflow. Subsequently, it's essential to engage in open communication with employees to gather their feedback and insights. Following this, clear policies and procedures should be implemented to address identified issues and streamline processes. Additionally, providing adequate training and support to employees ensures their understanding and adherence to the revised workflow. Finally, continuously monitoring and evaluating the effectiveness of the updated workflow is crucial, allowing for necessary adjustments to be made as needed, aligning with my perspectives on improving employee relations workflow.

Regularly review and update practices, policies, tools, and goals. Involve employees and managers in the continuous improvement process. Celebrate and reward achievements to reinforce positive changes.

There really is no "final" step. It is so important to continually evaluate. It's not over once it works and celebrations happen. Making a commitment to evaluate the process and adjust accordingly on a consistent basis is the way to maintain that success.

Each organisation has their needs / (legal) requirements when it comes to handling their ER workflow. Design the process such that it makes business sense. Do not unnecessarily overcomplicate it. Do also not reinvent the wheel. What works for one organisation, might not suit another one. In summary: design the process and make it such that it can actually work within the framework of the organisation. Monitor its effectiveness and adjust / redesign only when needed. Keep it simple (user-friendly).

All organizations, after all, have access to the same information and the same prospective customers. The organization that differentiates itself through effectively recruiting, retaining, training, proper employee relations, and managing its people is the best equipped to succeed in today’s competitive business environment.

There should be regular reviews of processes, policies and tools. It is important to address items early, quickly and efficiently if gaps are identified. Ensure those doing the work are included in process of adjusting workflows.

To establish a team workflow that steers the team back on track, firstly, conduct a comprehensive assessment of current processes and identify bottlenecks or inefficiencies. Openly communicate with team members to gather insights into their experiences and challenges. Once you've identified areas for improvement, collaborate with the team to redefine roles and responsibilities, ensuring each member's strengths are utilized effectively. Secondly, implement clear and transparent communication channels, such as regular team meetings, to foster a shared understanding of goals and expectations. This encourages open dialogue and allows team members to voice concerns or suggest improvements.

ER is all about building or restoring trust. Trust multiplies when there are mutual discussion & transparent communication. All gaps should be eliminated which creates miscommunication, misleading perceptions which results into apprehensions & distrust. Other than building strong channels of communication, empathetic & authentic leadership is crucial to navigate out of a dilapidated employee relations scenario. An organisation where the leaders are great listeners, encourage questions & believes in high performance team creates a winning team, fosters healthy ER where every person partners business bringing best out of the talents enabling uninterrupted organisational growth. A listening org is a learning org which leads & redefines growth

Continuous, honest and transparent communication is the key to building a strong employee relation. All the above strategies would work only if you are honest in your communication with the employees.

The employee relations workflow can fall apart due to many factors, like: Poor comms, inadequate policies / procedures, cultural issues, leadership issues or could also be external factors. Once you've identified the issues, analyze the underlying causes. Open communication is essential to rebuilding trust and addressing concerns. Communicate with employees and stakeholders transparently about the challenges being faced and the steps being taken to address them. Foster a positive work environment built on trust, respect, and collaboration. Encourage open communication, recognize and celebrate achievements, & promote a sense of belonging and inclusivity among employees. These should help getting employee relations workflow back on track.

Communication needs to be built around your workflow. What information is needed to do what work and who needs to know about it. When you find breakdowns examine communication flow. You will often find that upfront alignment was missed, or partners do not have regular checkins, or some other communication breakdown.