Merely knowing the Employee Standard Act or Labor laws won't cut employee relations issues

Many companies often grapple with the effective management of employees, ensuring their well-being, and fostering trust in management. Despite their efforts to enhance this experience, conflicts may still continue to arise if it doesn’t match with employee expectations. In times of conflict, both parties typically turn to resources like the 'Employee Standard Act' or 'Labor Law and Rules' in pursuit of resolution. While this approach might address immediate conflicts or disciplinary matters, it may not fully encompass the broader spectrum of 'Employee Relations' issues within the workplace.

Consequently, as a remedial measure, companies emphasize enhancing understanding of laws, rules, values, guiding principles, and risk management protocols to raise awareness. The majority of companies, whether they are part of the Fortune 500 or fall under the category of Globally High Performing Companies, are well-versed in these aspects. They also execute various structured training programs to familiarize individuals with this knowledge and information. However, does this genuinely tackle their fundamental challenge of achieving a conflict-free environment between employees and management?

Employee Relations, often an underdiscussed topic within corporate settings, tends to be overshadowed by our pursuit of revenue and the embrace of modern technology. In this process, we inadvertently overlook the vital truth that relationships thrive on emotions, not just numbers. While you may mark off KPIs for completing 'Labor Law' training or celebrate achieving incentives through an 'Employee Engagement Score' surpassing the target, the underlying narrative reveals that your employees may still harbor doubts in management. Consequently, issues within Employee Relations persist, leading to disputes. It's crucial to bear in mind that fostering strong employee relationships ensures a secure, inclusive work environment, curtails costs, and augments organizational productivity.

I will now share seven guiding principles that not only ensure a smooth business operation but also offer a proven solution to prevent or significantly reduce critical Employee Relations issues in the workplace. These principles will contribute to achieving a seamless return, regardless of whether it's within a unionized or non-unionized environment.

Promote open authentic communication between management and employees

It's not just about taking action; it's about taking ownership. Corporations and organizations must prioritize open and transparent communication through avenues like Townhall meetings, whether held companywide or within divisions, providing updates on both positive and challenging developments. It's imperative that employees receive accurate and verified information directly from top-tier management. Facilitate an environment where employees feel at ease accessing management to freely express their thoughts. In turn, management should actively listen with a receptive and solution-driven mindset, thereby nurturing a relationship steeped in transparency. This approach effectively minimizes the potential for misunderstandings and disparities between management and employees, consequently mitigating disputes and conflicts.

Empower line managers and employees to own their contribution ?

Line managers should be empowered to contribute based on their experiences and knowledge, enabling them to take ownership of outcomes, whether positive or in need of improvement. Similarly, employees should also be entrusted with responsibilities, accompanied by ample empowerment. As a result, both parties will exhibit a profound sense of belonging and take ownership of the outcomes, regardless of the circumstances. This approach consequently reduces the likelihood of conflicts between line managers and employees, leading to an enhanced employee relations situation within the work environment.

Avoid becoming overwhelmed by your high employee engagement score

While attributing a high employee engagement score to management is important, it can be misleading. Both employees and management may see it as beneficial, creating a positive image. However, underlying issues could remain hidden despite the score. Approaches like eNPS, anonymous chats with senior executives, or an open blog from the CEO offer genuine insights. This helps address hidden negative sentiments and build trust. To avoid complacency based on high scores, delve deeper to truly understand the employee mindset. To preempt potential employee dissatisfaction and its future ramifications, it's crucial not to become complacent solely based on high engagement scores. Instead, delve beneath the surface to truly understand the employee mindset.

Ensure managing your compensation and performance well to treat everyone fairly

Ensure equitable treatment for every employee by managing internal fairness. While the compensation and total reward teams rely on rationales and survey data to guide remuneration, they should transparently communicate their approach to employees. It's not reasonable for management to assume employees automatically understand performance evaluations, increments, or incentives in line with benchmarks. HRBPs and Compensation specialists must proactively alleviate this dissatisfaction. Many employee relation issues stem from perceptions of unequal treatment. By guaranteeing fair internal equity, potential conflicts can be minimized even almost eradicated.

Build strong employee engagement program focusing on employee wellbeing

Make sure the program doesn't focus solely on engagement but also offers well-being benefits to enhance the company's 'Employee Value Proposition.' Introduce strategies like the 'Design Your Own Program' to elevate employee engagement. Rather than having the engagement team alone create programs, enable employees to suggest activities that genuinely resonate and spark enthusiasm. This approach enables individuals to realize personal benefits and fosters deeper connections. These activities redirect focus from negativity, transitioning it from unattained goals to pathways for personal growth and advancement within the organization.

Invest in your employee through offering upskilling program

Empower your employees by investing in upskilling programs, ensuring their readiness for the future with contemporary skill training. This strategic investment fosters innovative approaches and addresses the skill gap challenges of the modern era. Such initiatives lead to employees elevating their capabilities, enhancing performance, and striving for creative excellence, which can translate into increased incentives, raises, or promotions. In turns it improves the relation between employee and management and ultimately, the company stands to achieve substantial financial gains as a result.

Preach about the brighter side of maintaining law and discipline, not the consequence

Employees are often aware of consequences, yet they might not fully grasp the benefits. What's in it for them? Thus, it's crucial to emphasize the advantages of positive discipline rather than focusing solely on the repercussions of non-compliance. Explain how laws and rules safeguard against trouble, rather than dwelling on the outcomes of disregarding them. This perspective encourages people to embrace rules and regulations rather than view them as burdens. Such an approach can prevent significant potential disputes and underscore management's commitment to a people-centric approach.

I vividly recall my days at the 'Reckitt Benckiser' factory, where proactive employee relations management, coupled with unwavering management commitment, led to a threefold increase in the company's revenue within a mere three years. Yes, we didn't just hold onto knowledge; we translated it into action, and these proactive approaches contributed to the remarkable business outcomes and an enriched employee experience.

Let's transform our workplace into a harmonious environment, akin to our homes, where differences and disputes are absent!