employee relationship assignment

  Vantage Rewards

A people first rewards and recognition platform to elevate company culture.

  Vantage Pulse

An eNPS-based pulse survey tool that empowers HRs to manage the workforce better.

  Vantage Perks

A corporate discounts platform with a plethora of exclusive deals and offers from global brands.

  Vantage Fit

A gamified corporate wellness platform that keeps the workforce ‘Fit’ and rewards them for it.

  Vantage Gifting

An all-in-one corporate gifting solution to delight your employees on every occasion & make them feel valued.

  AIR e Consultation

AIR e program consultation to design and implement an authentic and impactful rewards and recognition program.

  Vantage Onboarding

Customizable and budget-friendly joining kits to create a sense of belonging and make new hires feel at home

  Integration

Seamless integration with your existing HCM/HRIS platform and chat tools.

  Product Updates

Check out all the new stuff we are adding to our products to constantly improve them for better experience.

   Blog

  Influencers Podcast

  Guides & eBooks

  Webinars

  Industry Reports

  AIR e Framework

 Vantage Rewards

 Vantage Perks

 Vantage Pulse

 Vantage Fit

 Vantage Gifting

An all-in-one corporate gifting solution to delight your employees on every occasion & make them feel valued.

 AIR e Consultation

 Vantage Onboarding

   Blogue

Employee Relationship Management: HR's Role, Challenges & Best Practices

"There is little success where there is little laughter." - Andrew Carnegie

Your employees spend the majority of their time at work. A workplace survey by HP in 2017 found that employees spend 56 percent of their time with their “work family” than their natural family. This work-family can thrive only when employees share amicable relationships with each other.

In fact, the same survey also found that the respondents say that having a familial relationship with coworkers boosts productivity and feeling of well-being in the workplace.

Key Takeaways

• Concept of Employee Relationship Management
• Importamce and Benefits of Employee Relationship Management
• Proactive Vs Reactive Employee Relationship Management

Role of HR in Employee Relationship Management

Challenges in employee relationship management, best practices of employee relationship management, what is employee relationship management.

For employees to be productive, they need to have a working environment that allows them to be creative. When employees have an easy-going relationship with others at work, it will show in their performance and productivity. There will be more communication, collaboration, and cooperation.

An effectively managed ERM will pave the way for a fulfilling employee experience and a feeling of satisfaction from the work your employees do.

Why is Employee Relationship Management Important?

ERM aims to foster positive relationships between employees, managers, and the overall organization.

When done right, it can benefit both the organization and its employees in multiple ways.

Benefits for the Organization:

• Improved employee engagement and morale: Employees who feel valued and trusted are more motivated to contribute their best. This leads to higher productivity.
• Increased retention: Good relationships make employees want to stick around longer. This reduces turnover costs related to hiring and training new employees.
• Smoother change management: Engaged employees with a good relationship with leadership tend to embrace changes more readily. This makes transformation initiatives easier.
• Enhanced employer brand: A reputation as a great place to work helps attract top talent. It also improves public perception and customer satisfaction.
• Identifying pain points: Open communication inherent in ERM helps surface issues that need to be addressed proactively.
• Stronger collaboration: Good relationships enable employees to work together more effectively as a team. This is key to organizational success.

Benefits for Employees:

• Job satisfaction: Employees who get along well with their team and managers find greater meaning and fulfillment in their work.
• Career development: Managers who invest in their employees' growth open up more advancement opportunities. This allows for acquiring new skills.
• Workplace community: Positive work relationships provide employees with a sense of belonging and a support system. This enhances their well-being.
• Trusted environment: A culture of openness and respect enables employees to voice concerns freely and honestly. They feel valued and heard.
• Leadership guidance: Bonding with managers allows employees to get constructive feedback and coaching. This supports their overall development.

Types of Employee Relationship Management

I have divided the ways how hr professionals can improve relationships in the workplace into two sections-

Between Coworkers

Peer relationships, if cultivated properly, can significantly improve your company’s culture. A good relationship builds camaraderie and boosts morale. When teams work together , employees can learn new skills, motivate each other and collaborate. Such a healthy environment encourages employees to perform and achieve their goals.

Here’s how you can improve peer relationships-

1. Build Cross-Functional Teams (CFT)

Cross-functional teams span across organizational boundaries. CFTs allow employees from different departments to combine their skills and work towards a common goal.

Building such teams can allow people from diverse departments who have never worked together to get to know each other. Moreover, when people with different skills work on a project together, problem-solving becomes efficient. When you club together people who are experts in different domains, new and innovative ideas will emerge.

When people work together, they can let go of their presumptions and understand each other’s perspectives. It allows them to see how their team members arrive at a conclusion and their thought process. It makes them more understanding and accepting of each other.

(Related: The Rise and Importance of Cross Functional Teams )

2. Encourage Social Interactions

The best way to get people to interact with each other is through food. At Vantage Circle, we celebrate all major company milestones with mandatory team lunches.

If you think about it, it’s extraordinary that employees come to work every day, work at the same space but rarely talk to each other. At large corporations, people usually keep to themselves. Even during lunch breaks, they eat at their respective desks, scrolling through their phones, watching videos, etc.

To ensure that employees don’t remain as strangers, you can organize team lunches and potlucks. These events can be great opportunities for people to network with people from other groups.

Additionally, you can encourage your employees to exchange gifts on Valentine's Day , Christmas, and other special occasions. Creating a relaxed and cordial environment of this kind can even give rise to friendships and strong bonds among coworkers.

3. Conduct Team Building Activities

The benefits of conducting team building activities are endless. It makes communication among employees more frequent, improves problem-solving and decision-making skills. Team building activities like a spirit week celebration can also effectively add a pinch of fun and laughter in the workplace.

Most importantly, team building activities build and strengthen relationships. When teams collaborate, it paves the way for trust to be built, exchange ideas and opinions. Mostly, it is about sharing and combining knowledge and experience to reach goals.

4. Equip them with Communication Tools

For relationships to form and sustain, employees need to communicate with each other. Lack of communication can cause misunderstandings and as a result, give rise to conflicts.

With the influence and immediacy of technology in the present age, the need to always stay connected is paramount. Workplaces too need to equip themselves similarly.

Empowering employees with communication tools is a great way to ensure that employees can always share important information with each other. Cloud-based messaging tools like Skype, Slack allow people to share messages, pictures and files from anywhere around the world at any time. Therefore, with new-age communication tools, you can effectively strengthen relationships between your remote workers too.

Between the Manager and the Employee

Employees often hesitate before sharing information with their managers because they’re always worried about how it’s going to reflect on their performance review. But managers who can merge the gap between them and their employees without being too friendly or too authoritative will build lasting relationships with their employees.

1) Hold 1:1 Meetings

Different from a feedback or appraisal meeting, a 1-1 meeting is a face-to-face interaction between the manager and the employee . These meetings are pre-decided and held with every individual in the organization. In these meetings, the employee can discuss anything- new ideas, issues, concerns- with the manager.

Managers play a crucial role when it comes to conducting these meetings. Once you have made time in your calendar to hold a 1-1 with an employee, how your relationship progresses from there depends a lot on you.

First, they must create an environment where employees feel comfortable enough to share their concerns and issues with them.

Secondly, once the employee starts sharing his concerns, the manager must be rational and open-minded while listening and trying to resolve the situation. When the employee sees that you were accepting of their ideas or concerns, they’ll want to come back to you to share. This will build trust and deepen your bond with your employees.

2) Conduct Surveys to Understand how Employees Feel

Working in this industry, we often hear executives and CEOs complaining about how their employees aren’t engaged, their turnover is too high and so on. But instead of trying to find out why the employees aren’t satisfied, companies try to load them with meaningless, etc.

You might be providing employees with great insurance plans but maybe what they really want is a work from home policy . The only way to know this is by conducting surveys .

Surveys like engagement surveys, 360-degree surveys enable the organization to understand the needs of the organization. Once you know where you are lacking, you can work on rectifying and providing feasible solutions to your employees.

The result of holding these surveys will be that your workforce will feel that you genuinely care about their needs and requirements. This will build trust, loyalty, improve your branding and strengthen the overall relationship you have with your employees.

3) Transparency and Involvement Must go Hand-in-Hand

One of the worst things you can do as a manager is keeping your employees in the dark. Just like your partner, your employees will never have a trusting relationship with you if they feel you are hiding things from them. Therefore, always be clear and transparent with your actions and the decisions you make. Let everyone know what’s going on in the company, what changes have been adopted, how much the company makes and so on.

Another very important pointer for your employee relationship management is involving employees. When you favor a handful of employees, share information only with them and try to include them in all decision-making processes, others take notice. And it’s only natural that they feel offended by it.

Therefore, to maintain a fair and unbiased work environment, include everyone in your discussions. Give everyone the opportunity to share their ideas and express their opinions.

Aligning with Employee Expectations

Companies often focus heavily on tasks, deliverables, and short-term goals. This can result in neglecting employees' needs for career growth, work-life balance, and flexibility.

When organizations disregard opportunities for employee development, it makes employees feel undervalued. This causes them to disengage and erodes workplace relationships.

Companies must prioritize understanding employee expectations through regular surveys and one-on-one conversations to foster meaningful connections. They need to take sincere action to meet those needs, whether it is through training programs, flex schedules, or new roles.

Minimizing Subjective Assessments

Biased performance reviews and feedback impacted by recency bias, prejudice, and the halo effect distort performance management. When reviews are skewed, employees lose trust in the process.

Implementing structured frameworks for performance evaluation that increase objectivity and focus on actual work delivered sustains healthy working relationships. Reviews should provide balanced feedback on accomplishments and areas for improvement and use performance metrics that apply equitably across employees.

Navigating a Diverse Workforce

With globalization, companies today encompass employees from diverse cultural, generational, ethnic, and socioeconomic backgrounds. Failing to be sensitive to varying communication styles, workplace expectations, and needs within this context strains working relationships and engenders exclusion.

Voluntary diversity training coupled with proactive initiatives around equitable inclusion, accessibility, and cultural celebrations can help bridge divides. Additionally, anti-discrimination policies and diversity goals can empower underrepresented groups. Connecting Remote Employees

Virtual and hybrid work models disrupt organic relationship-building and cultural osmosis between employees. They reduce opportunities for spontaneous interactions, oversight, and camaraderie-building. This poses challenges for remote managers in connecting dispersed teams.

Using collaborative technology paired with inclusive online social events and activities provides the essential touchpoints to humanize distributed teams. Remote workers should be equally included in organizational initiatives, communications, and social gatherings to mitigate isolation.

Adapting Amidst Rapid Change

Constant organizational change via restructuring, expansions, leadership transitions, etc., causes uncertainty and disrupts relationships as adjustments occur. Similarly, leaders' lack of transparency and engagement during ongoing changes makes employees feel unsure about shifting expectations, roles, and reporting structures. This erodes trust.

Proactive communication addressing concerns, gaining input into changes, and explaining the rationale behind transitions can reduce employee anxiety. Leaders should focus on bringing employees along to sustain a positive culture.

Overcoming Technological Barriers

Technologies like automation, artificial intelligence, and predictive analytics provide operational efficiencies. However, leveraging them without thoughtfully managing organizational impact can dehumanize workflows.

Technology should enhance, not replace, human connection. If employees feel distrusted or monitored by tech-like tracking tools, it damages psychological safety. That is where communicating the intent behind using the new technology becomes paramount.

Additionally, lack of training and support in using new tools leaves some employees behind, disrupting work and collaboration. Change management paired with contextual learning in using technology in an empowering, relationship-centered manner is the key to helping employees overcome technological barriers.

Combating High Turnover

Frequent attrition severs bonds between employees while lowering morale and engagement. Exit interviews, stay interviews, pulse surveys, and HR analytics help identify drivers of turnover, such as inadequate compensation, lack of development, poor cultural fit, ineffective managers, or toxic environments.

Improving onboarding, manager training, mentorship programs, and general work conditions boosts retention. Strong relationships anchored in trust and satisfaction incentivize employees to persist.

Open Communication

Effective communication is the lifeline of healthy employee relationships. Organizations must establish open channels for ongoing two-way communication across all levels. Provide multiple platforms like instant messaging, intranets, and social tools to facilitate transparency.

Actively seek employee voice through regular surveys, focus groups, townhalls, and mentoring circles. This gives people ample opportunity to express their thoughts, concerns, and ideas. When employees feel heard, engagement and trust flourish.

According to Forbes , employees who sense their voice is heard are 4.6x more likely to experience a sense of empowerment, propelling them to achieve optimal performance.

Dispute Resolution

Unresolved conflicts breed resentment and dysfunction. To maintain workplace harmony, organizations need clear dispute resolution policies that employees trust. Institute streamlined mechanisms for addressing disputes promptly and objectively, whether between coworkers or with managers.

Train leaders on conflict mediation. Resolving tensions quickly before they spiral prevents a detrimental impact on morale and performance. An ounce of preemptive conflict management saves tons of firefighting down the road.

Recognition

Make recognition a regular ritual to reinforce positive behaviors. Celebrate achievements big and small, from completed projects to work anniversaries. You may also publicly shout-out to exemplary performers or send personalized congratulatory notes. A simple “thank you” goes a long way too.

Studies show consistent recognition boosts motivation, loyalty, and job satisfaction. Employees work harder when their efforts don’t go unnoticed. A culture of appreciation makes the workplace more rewarding.

Companies can achieve this by investing in simple-to-use rewards and recognition solutions. We highly recommend Vantage Rewards since it is perfect for those organizations who want an accessible and fast platform for their busy workforces.

The Vantage Rewards platform offers extensive customization options and incredible features such as the AI-powered 'Service Yearbook'.

The AI-powered Service Yearbook incorporates a cutting-edge predictive text feature to simplify the process of composing messages. It enables employees to gather and share memories, including photos, in a customized online yearbook format to celebrate their colleagues' work anniversaries.

Training and Development

Invest in developing your people even if they won’t be with your organization forever. Offer training programs, mentoring opportunities, and stretch assignments to help employees gain new skills.

Sponsor external conferences and courses relevant to their growth. This shows you’re serious about their personal progression. Your investment pays off in the form of a more capable, engaged workforce. Even if they move on, your organization’s employer brand benefits.

Feedback Process

Constructive feedback is a precious gift. Institute consistent check-ins where managers and employees provide each other with balanced feedback. This enables continuous improvement by highlighting strengths and growth areas objectively. The key is making feedback a regular ritual rather than an annual anxiety-inducing event.

Maintain a culture of respectful dialogue where people give and receive feedback comfortably, without fear of retaliation. The one-on-one meeting is the ideal channel for honest developmental discussions.

Healthy employee relationships are the foundation of a thriving organizational culture. By investing in open communication, dispute resolution, recognition, training, and feedback, companies can foster trust, engagement, and collaboration.

Effective employee relationship management comes down to understanding your people and meeting their needs proactively. Building a workplace where they feel valued, supported, and empowered to do their best work is important. When employees feel genuinely cared for, they care more, resulting in higher loyalty, productivity, and performance.

This article is written by Nilotpal , a content marketer at Vantage Circle. When he is not reading or writing content, he is probably clicking some photographs. For any related queries, contact [email protected]

We safeguard your personal information in accordance with our Privacy Policy

You might also like

7 practical tips for creating team building activities in 2023, communication games for teams: enhancing engagement and collaboration, 10 strategies to build team morale in the workplace.

50k+ Downloads by HR professionals across the globe!

The Ultimate Guide to Employee Rewards and Recognition

5k+ Downloads by HR professionals across the Globe!

7 Examples of Employee Relations Issues and How to Handle Them

Understanding employee relations, common employee relations issues and how to handle them, developing a framework for resolving employee relations issues, essential skills for managing employee relations.

Other Related Blogs

Conflict Management

Scenario: Two team members, Sarah and John, are in a conflict over a project’s direction. They disagree on the approach, and this has caused tension. Impact: The conflict disrupts teamwork, hampers productivity, and creates a negative atmosphere.

Pay Disputes and Wage Issues

Scenario: An employee, Alex, believes their pay is unfairly low compared to colleagues with similar roles. Impact: Low morale, reduced motivation, and potential talent loss.

Safety Concerns in the Workplace

Scenario: Employees in a manufacturing plant report both physical safety issues (e.g., faulty equipment) and psychological concerns (e.g., stress due to tight deadlines). Impact: Workplace injuries, reduced morale, and decreased productivity.

Managing Annual Leave Disputes

Scenario: An employee requests time off for a family emergency, but the manager denies the request due to workload concerns. Impact: Employee dissatisfaction, potential burnout, and decreased team morale.

Timekeeping and Attendance Problems

Scenario: An employee, Sam, frequently arrives late and takes extended breaks. Impact: Disruption to team productivity, resentment, and increased workload on others.

Performance Issues 

Scenario: An employee, Lisa, consistently fails to meet targets. Impact: Reduced team morale, potential impact on overall performance, and stress for Lisa.

Dealing with Unresolved Conflicts

Scenario: Employees Sarah and Mark have ongoing conflicts that disrupt their team’s dynamics. Impact: Decreased team cohesion, reduced productivity, and potential talent loss.

Workplace Bullying and Discrimination

Scenario: An employee, Jamie, experiences bullying behavior from a colleague. Impact: Psychological distress, decreased morale, and potential legal consequences.

• How Healthy Conflict in the Workplace Boosts Productivity: 5 Benefits
• How training for employee retention can boost your bottom line?
• The Role Of Feedback In Training And Employee Retention: With 5 Effective Examples
• Top 15 ways of Improving influence and negotiation skills
• Empowering Success: Best Practices for Call Center Training and Development
• Leadership Is A Continuous Learning Process: How Do Successful Leaders Focus
• Emotional Intelligence In Communication: 5 Ways Smart Leaders Act
• Breaking the Mold: Navneet’s Transition from Commanding to Collaborative Management
• How to Handle Defensive Behavior in the Workplace? 7 Tips for Managers
• How To Create Purpose At Work For Your Employees?

Key Elements of an Effective Employee Relations Issues Framework

• First, there must be a clear understanding of company policies and procedures, ensuring everyone knows their rights and responsibilities. 
• Consistent enforcement of rules and regulations is essential to maintain a fair and equal work environment. 
• Encouraging open and honest communication fosters trust and transparency within the organization. 
• Fair and unbiased conflict resolution procedures should be in place to address any issues that may arise. 
• Finally, continuous improvement based on feedback and evaluation helps to ensure that the framework remains effective and adaptable.

The Importance of Flexibility in Employee Relations Framework

• Effective communication is vital in fostering understanding and trust between employers and employees. 
• Conflict resolution skills are necessary for addressing disputes and maintaining a harmonious work environment. 
• Empathy and understanding help create a supportive atmosphere where employees feel valued. 
• Strong problem-solving abilities are essential for handling various issues that may arise. 
• Active listening promotes open dialogue and encourages employees to share their concerns. 

Communication is the key to effectively managing relationships. Test your skills now.

Take the free communication skills assessment by Risely today to ensure that common mistakes do not create troubles for you.

Performance Management Training: Empowering Managers To Manage Better

Manager development goals and how to reach them: opportunities and areas to focus on, one-on-one meetings that don’t make your team sigh, leader competence: the cornerstone of effective leadership development.

• Auto Insurance Best Car Insurance Cheapest Car Insurance Compare Car Insurance Quotes Best Car Insurance For Young Drivers Best Auto & Home Bundles Cheapest Cars To Insure
• Home Insurance Best Home Insurance Best Renters Insurance Cheapest Homeowners Insurance Types Of Homeowners Insurance
• Life Insurance Best Life Insurance Best Term Life Insurance Best Senior Life Insurance Best Whole Life Insurance Best No Exam Life Insurance
• Pet Insurance Best Pet Insurance Cheap Pet Insurance Pet Insurance Costs Compare Pet Insurance Quotes
• Travel Insurance Best Travel Insurance Cancel For Any Reason Travel Insurance Best Cruise Travel Insurance Best Senior Travel Insurance
• Health Insurance Best Health Insurance Plans Best Affordable Health Insurance Best Dental Insurance Best Vision Insurance Best Disability Insurance
• Credit Cards Best Credit Cards 2024 Best Balance Transfer Credit Cards Best Rewards Credit Cards Best Cash Back Credit Cards Best Travel Rewards Credit Cards Best 0% APR Credit Cards Best Business Credit Cards Best Credit Cards for Startups Best Credit Cards For Bad Credit Best Cards for Students without Credit
• Credit Card Reviews Chase Sapphire Preferred Wells Fargo Active Cash® Chase Sapphire Reserve Citi Double Cash Citi Diamond Preferred Chase Ink Business Unlimited American Express Blue Business Plus
• Credit Card by Issuer Best Chase Credit Cards Best American Express Credit Cards Best Bank of America Credit Cards Best Visa Credit Cards
• Credit Score Best Credit Monitoring Services Best Identity Theft Protection
• CDs Best CD Rates Best No Penalty CDs Best Jumbo CD Rates Best 3 Month CD Rates Best 6 Month CD Rates Best 9 Month CD Rates Best 1 Year CD Rates Best 2 Year CD Rates Best 5 Year CD Rates
• Checking Best High-Yield Checking Accounts Best Checking Accounts Best No Fee Checking Accounts Best Teen Checking Accounts Best Student Checking Accounts Best Joint Checking Accounts Best Business Checking Accounts Best Free Checking Accounts
• Savings Best High-Yield Savings Accounts Best Free No-Fee Savings Accounts Simple Savings Calculator Monthly Budget Calculator: 50/30/20
• Mortgages Best Mortgage Lenders Best Online Mortgage Lenders Current Mortgage Rates Best HELOC Rates Best Mortgage Refinance Lenders Best Home Equity Loan Lenders Best VA Mortgage Lenders Mortgage Refinance Rates Mortgage Interest Rate Forecast
• Personal Loans Best Personal Loans Best Debt Consolidation Loans Best Emergency Loans Best Home Improvement Loans Best Bad Credit Loans Best Installment Loans For Bad Credit Best Personal Loans For Fair Credit Best Low Interest Personal Loans
• Student Loans Best Student Loans Best Student Loan Refinance Best Student Loans for Bad or No Credit Best Low-Interest Student Loans
• Business Loans Best Business Loans Best Business Lines of Credit Apply For A Business Loan Business Loan vs. Business Line Of Credit What Is An SBA Loan?
• Investing Best Online Brokers Top 10 Cryptocurrencies Best Low-Risk Investments Best Cheap Stocks To Buy Now Best S&P 500 Index Funds Best Stocks For Beginners How To Make Money From Investing In Stocks
• Retirement Best Gold IRAs Best Investments for a Roth IRA Best Bitcoin IRAs Protecting Your 401(k) In a Recession Types of IRAs Roth vs Traditional IRA How To Open A Roth IRA
• Business Formation Best LLC Services Best Registered Agent Services How To Start An LLC How To Start A Business
• Web Design & Hosting Best Website Builders Best E-commerce Platforms Best Domain Registrar
• HR & Payroll Best Payroll Software Best HR Software Best HRIS Systems Best Recruiting Software Best Applicant Tracking Systems
• Payment Processing Best Credit Card Processing Companies Best POS Systems Best Merchant Services Best Credit Card Readers How To Accept Credit Cards
• More Business Solutions Best VPNs Best VoIP Services Best Project Management Software Best CRM Software Best Accounting Software
• Manage Topics
• Investigations
• Visual Explainers
• Newsletters
• Abortion news
• Coronavirus
• Climate Change
• Vertical Storytelling
• Corrections Policy
• College Football
• High School Sports
• H.S. Sports Awards
• Sports Betting
• College Basketball (M)
• College Basketball (W)
• For The Win
• Sports Pulse
• Weekly Pulse
• Buy Tickets
• Sports Seriously
• Sports+ States
• Celebrities
• Entertainment This!
• Celebrity Deaths
• American Influencer Awards
• Women of the Century
• Problem Solved
• Personal Finance
• Small Business
• Consumer Recalls
• Video Games
• Product Reviews
• Destinations
• Airline News
• Experience America
• Today's Debate
• Suzette Hackney
• Policing the USA
• Meet the Editorial Board
• How to Submit Content
• Hidden Common Ground
• Race in America

Personal Loans

Best Personal Loans

Auto Insurance

Best Auto Insurance

Best High-Yields Savings Accounts

CREDIT CARDS

Best Credit Cards

Advertiser Disclosure

Blueprint is an independent, advertising-supported comparison service focused on helping readers make smarter decisions. We receive compensation from the companies that advertise on Blueprint which may impact how and where products appear on this site. The compensation we receive from advertisers does not influence the recommendations or advice our editorial team provides in our articles or otherwise impact any of the editorial content on Blueprint. Blueprint does not include all companies, products or offers that may be available to you within the market. A list of selected affiliate partners is available here .

What is employee relations? Definition and best practices

Alana Rudder

“Verified by an expert” means that this article has been thoroughly reviewed and evaluated for accuracy.

Published 7:51 a.m. UTC Dec. 14, 2023

• path]:fill-[#49619B]" alt="Facebook" width="18" height="18" viewBox="0 0 18 18" fill="none" xmlns="http://www.w3.org/2000/svg">
• path]:fill-[#202020]" alt="Email" width="19" height="14" viewBox="0 0 19 14" fill="none" xmlns="http://www.w3.org/2000/svg">

Editorial Note: Blueprint may earn a commission from affiliate partner links featured here on our site. This commission does not influence our editors' opinions or evaluations. Please view our full advertiser disclosure policy .

© Robert Scheer/IndyStar / USA TODAY NETWORK, Imagn Images

Employee relations is a key consideration for today’s business operations, as it can greatly influence an organization’s success. Healthy employee relations contribute to a more harmonious work environment, resulting in better job satisfaction and productivity. Therefore, it’s important for companies to invest time, effort and resources into strengthening the employee-manager connection. 

A survey by the American Psychological Association shows that 79% of people feel their workplace prioritizes positive interactions between employees and the management team. The following guide provides further insight into what employee relations means, why it matters and how business leaders can build rapport with staff members.

Featured payroll software offers

Via OnPay’s website

Monthly fee

$40 per month plus $6 per employee

Direct deposit

Via Rippling’s website

$35 per month + $8 per user

Via Gusto’s Website

Starting at $40 plus $6 per month per employee

SurePayroll

Via SurePayroll’s website

$29.99 per month plus $5 per employee

What is employee relations?

Employee relations is a human resource function that focuses on developing and maintaining constructive working relationships among company management and employees. The goal of this specialized field is to cultivate an organizational culture where employees are motivated and can thrive. 

It aims to promote respectful workplace behaviors while encouraging a collaborative environment. It also takes preventive measures against conflict and helps resolve any problems that may arise between employees and managers. Some businesses have their HR department oversee employee relations activities, whereas others hire an employee relations specialist. 

Why is employee relations important?

Improving employee relations helps establish a foundation of trust between an organization’s leadership and its employees. This connection often nurtures higher employee engagement and retention. Many involved employees are inspired to perform their best and are more likely to remain loyal to their company. 

Good employee relations is also vital to a company’s reputation because it can increase its ability to attract top talent, often a vital component of the company’s competitive edge. Additionally, it allows disputes to be handled more efficiently and effectively so as to maintain a calm and positive work environment.

Examples of employee relations issues

Employee relations covers a wide range of human resource matters. Generally, it covers everything involved in the employee experience, from onboarding new hires to addressing any areas of job dissatisfaction or workplace violations. 

Here are some of the most common issues that employee relations manages: 

Performance

One of the primary purposes of employee relations is to create the type of work environment that fosters a desire in employees to put forth their best efforts. When a person is regularly failing to meet their job expectations, it can negatively affect team members who have to make up for it and take on extra work.

If underperforming employees aren’t properly managed, other employees who were once enthusiastic and committed to their work may become disengaged and less productive. Employee relations helps to bring that employee up to speed through feedback, training and goal management. 

Employees who are consistently absent, late for work or taking unauthorized long lunches can disrupt the organization’s workflow and make it difficult to complete tasks on time. This will not only begin to impact the company’s bottom line but also cause a decrease in morale among the rest of the team. 

As such, employee relations managers must put attendance policies into place and follow through with disciplinary action if these policies aren’t followed. They may also work with employees who are struggling with attendance or promptness to resolve any personal issues that may contribute to such behavior.

Workplace safety

Employee safety is a top concern for businesses. There’s potential for incidents to occur in any situation regardless of a company’s risk level. Employees need access to safe working conditions at all times. Otherwise, they may lose trust and confidence in the organization.

In addition, businesses can be held liable if a worker gets hurt on the job due to employer negligence. The organization may have to pay penalties, higher workers’ compensation premiums or legal fines. Companies should periodically perform safety audits and provide safety training for new hires and seasoned employees to ensure everyone is up-to-date on and implementing the latest safety protocols.

Conflict management

Conflict is a routine part of any work environment. Personality differences and misunderstandings can lead to tension and discord between employees or an employee and leadership. When this happens, action must be taken quickly to keep workplace disagreements from escalating into conflicts that could start to interrupt company operations. 

Strong employee relations help encourage open communication with staff so they feel comfortable enough to discuss what’s troubling them and are able to work towards a resolution in a collaborative and constructive manner. Employee relations managers put tools, processes and events in place that help to foster open communication as a cultural norm. 

Conducting employee relations investigations

Investigations are another significant component of employee relations. Unfortunately, employee and management misconduct can occur at any organization despite efforts to prevent it. This can lead to a hostile and unsafe workplace. Some of the more common issues that require investigation include:

• Policy violations.
• Allegations of harassment, discrimination or bullying.

Under these and similar circumstances, employee relations managers must conduct an internal investigation and enforce a zero-tolerance policy when necessary. Knowing that issues of misconduct will be handled appropriately and swiftly helps employees feel more at ease about voicing their concerns without fearing retaliation. 

Employee relations best practices

There are many strategies a business can use to enhance the employee experience and support mutually beneficial employee-manager relationships. A few effective employee relations practices including encouraging communication and feedback, implementing employee appreciation programs, providing regular leadership training, regularly monitoring policy compliance and compiling and disseminating a formal employee relations policy.

Encourage communication and feedback

Maintaining open and honest dialogue between employees and management helps alleviate frustrations and prevent a buildup of resentment so problems can be resolved faster. Also, engaging in meaningful conversations about an employee’s everyday life and asking for their feedback about company operations makes them feel important, more connected to the organization and so more willing to work to resolve disputes instead of simply leaving.

Implement employee appreciation programs

Recognizing employees for all of their hard work and showing that they’re appreciated goes a long way toward boosting productivity, engagement and retention rates . Companies may acknowledge employee achievements by, for example, implementing an employee recognition program, celebrating personal and professional milestones as a team, giving informal praise and offering bonuses. 

Provide regular leadership training

A crucial part of employee relations is ensuring company managers have the skills and knowledge to be successful leaders. Providing training allows them to develop leadership skills they lack and gives them practical tools and techniques to improve employee interactions.

Regularly monitor compliance

Being consistent with compliance monitoring helps to ensure that all company policies and procedures are properly followed by everyone in the organization. This reduces the chances of future disputes and creates a culture that favors ethical behavior and integrity.

Compile and disseminate an employee relations policy

Every business should have an employee relations policy that’s clearly outlined within the employee handbook. To reduce confusion and ambiguity, it should explain what behaviors are expected of team members and those in leadership positions. This document should include the organization’s mission and values, wage and benefits details and company procedures and code of conduct. 

It should also outline clear consequences for not adhering to the concepts within the document and ways employees can safely report noncompliance.

Frequently asked questions (FAQs)

Employee relations issues should be handled by conducting and documenting investigations, mediating conflict, enforcing safety protocols, providing management coaching and development and promoting a collaborative work environment. 

Companies may use employee management tools, implement conflict resolution systems and adopt clear policies to help effectively address employee relations issues.

An organization may improve its employee relations by keeping open lines of communication, making sure employees and managers stay updated on policies and procedures and remaining consistent with compliance enforcement. 

It also helps to reward hard work, encourage growth through the company and foster an environment that values camaraderie and trust between a workforce and its leadership.

To measure employee relations, organizations may use surveys, interviews and data acquisition. These metrics typically assess employee engagement, morale, absenteeism, turnover rates, employee sentiments and the quality of workplace relationships. This analysis helps companies identify how satisfied employees are with their jobs, their concerns with management and areas that need improvement.

The four pillars of employee relations are open communication, showing recognition, giving constant feedback and investing in staff. These are essential for maintaining positive workplace relationships. Here is a summary of each:

• Open communication: Managers should be willing and available to speak with employees at any time without judgment or consequence. A high level of communication makes employees feel valued and gives them the opportunity to share their thoughts, ideas and criticism in a safe environment. 
• Recognition: Validating an employee’s performance and dedication is vital to engagement and retention. Knowing that management has noticed and appreciates their efforts motivates employees to work harder and remain loyal to the company.
• Constant feedback: Employees want to feel heard and respected. Therefore, listening to any feedback they give is a good way for management to nurture better connections. However, employees should also receive feedback on a regular basis. When delivered thoughtfully, constructive criticism leads to growth and positive change.
• Invest in staff: Employees need to know they aren’t just viewed as extensions of the company but as people with lives outside of work as well. Investing in them, whether through mentoring, skill development programs or gym memberships, will show they’re cared for and yield higher productivity.

Though labor and employee relations both deal with the prevention and resolution of work-related issues involving employees, labor relations focuses on the interactions between employees and unions. Employee relations, however, handles the connections employees have with the company that employs them.  Labor relations require specialized knowledge of labor laws and other labor matters.

Blueprint is an independent publisher and comparison service, not an investment advisor. The information provided is for educational purposes only and we encourage you to seek personalized advice from qualified professionals regarding specific financial decisions. Past performance is not indicative of future results.

Blueprint has an advertiser disclosure policy . The opinions, analyses, reviews or recommendations expressed in this article are those of the Blueprint editorial staff alone. Blueprint adheres to strict editorial integrity standards. The information is accurate as of the publish date, but always check the provider’s website for the most current information.

Gina Ponce has more than a decade of experience in journalism and copywriting. She is committed to providing readers with useful and engaging content on a wide range of topics. Her work has been featured on several online blogs and in various print publications.

Alana is the deputy editor for USA Today Blueprint's small business team. She has served as a technology and marketing SME for countless businesses, from startups to leading tech firms — including Adobe and Workfusion. She has zealously shared her expertise with small businesses — including via Forbes Advisor and Fit Small Business — to help them compete for market share. She covers technologies pertaining to payroll and payment processing, online security, customer relationship management, accounting, human resources, marketing, project management, resource planning, customer data management and how small businesses can use process automation, AI and ML to more easily meet their goals. Alana has an MBA from Excelsior University.

How to start a small business: A step-by-step guide

Business Eric Rosenberg

See the platform in action

What is Employee Relations? A Comprehensive Guide to Retaining and Engaging Your Workforce

TLDR; Employee Relations is a vital aspect of human resources management that encompasses various initiatives aimed at fostering a positive work environment and promoting employee engagement, satisfaction, and retention. By implementing effective onboarding and mentoring programs, performance management systems, and work-life balance initiatives, organizations can create a supportive and inclusive workplace that attracts and retains top talent.

Introduction

Employee relations is a crucial aspect of human resources management that focuses on fostering a healthy and productive work environment. In today's competitive market, businesses need to ensure that they are offering a positive employee experience to retain top talent and promote growth. This article will explore the concept of employee relations, its importance in the workplace, and various initiatives that organizations can implement to promote employee engagement and retention.

Understanding Employee Relations

Employee relations refers to the efforts made by an organization to manage relationships between employees and their employer. It encompasses all aspects of the employee experience, from onboarding and mentoring to performance management, recognizing employees and work-life balance. Good employee relations can lead to increased job satisfaction, employee retention, and overall company success.

Examples of employee relations initiatives include:

• Creating an employee relations policy that outlines the company's commitment to fostering a positive work environment
• Providing employee assistance programs (EAPs) to support workers facing personal or work-related challenges
• Developing clear company policies and procedures to ensure consistent treatment of all team members
• Creating an open dialogue to make employees feel valued

The Role of the Human Resources Department in Employee Relations

The Human Resources (HR) department plays a significant role in managing employee relations. The HR department is responsible for overseeing and implementing initiatives aimed at promoting employee engagement, work-life balance, and overall satisfaction. Some of the key responsibilities of the HR department include:

• Collaborating with the Employee Relations Manager to develop a comprehensive employee relations strategy
• Ensuring that labor relations are managed effectively and in accordance with relevant laws and regulations
• Providing support and advocacy for employees experiencing issues related to work, health, or safety

Onboarding and Mentoring: Setting the Stage for Positive Employee Relations

Effective onboarding and mentoring programs are essential for fostering a positive work environment and setting the stage for strong employee relations. Onboarding involves familiarizing new hires with company policies, procedures, and expectations, while mentoring provides ongoing support, career growth opportunities, and guidance for employees throughout their career development.

Benefits of onboarding and mentoring initiatives include:

• Ensuring that employees feel supported, connected to the mission, and valued from day one
• Promoting employee engagement and job satisfaction through ongoing professional development
• Reducing turnover rates by helping new hires acclimate to their work environment

Performance Management: Driving Employee Engagement and Retention

Performance management is a key aspect of employee relations that involves setting expectations, providing feedback, and recognizing accomplishments. Effective performance management can lead to higher levels of employee engagement, job satisfaction, and retention.

Elements of a successful performance management system include:

• Clear communication of performance expectations and goals
• Regular performance reviews and constructive feedback
• Recognition and rewards for high-performing employees

Work-Life Balance: Promoting Employee Well-Being and Satisfaction

Work-life balance is a critical component of employee relations, as it directly impacts employee well-being, satisfaction, and retention. Employers can promote work-life balance by implementing initiatives such as flexible work arrangements, wellness programs, and generous medical leave policies.

Examples of work-life balance initiatives include:

• Offering telecommuting options or flexible work hours
• Providing access to mental health resources and healthcare services
• Encouraging employees to take regular breaks, use vacation time, and prioritize self-care

Addressing Employee Relations Issues: Health and Safety in the Workplace

Maintaining a safe and healthy work environment is crucial for promoting good employee relations. Employers must address health and safety concerns promptly, and ensure that employees have access to resources such as healthcare and employee assistance programs.

Common employee relations issues related to health and safety include:

• Stress and burnout due to excessive workloads or a lack of work-life balance
• Harassment or discrimination in the workplace
• Physical safety concerns, such as proper ergonomics or the implementation of safety measures during the coronavirus pandemic

To address these issues, employers should:

• Regularly review and update health and safety policies to ensure compliance with current regulations and best practices
• Provide training and resources to help employees manage stress and maintain mental health
• Encourage open communication and reporting of any concerns or incidents related to health and safety

Employee Relations Team: Supporting Employees and Fostering Positive Relationships

• An Employee Relations Team is a group of professionals within the Human Resources department dedicated to managing and improving employee relationships. The team works closely with employees and managers to address concerns, resolve conflicts, and implement initiatives aimed at enhancing the employee experience. Key responsibilities of the employee relations team include:
• Investigating and resolving employee relations issues
• Providing guidance and support to managers on handling employee concerns
• Monitoring workplace trends and identifying opportunities for improvement

The Role of the Employee Relations Manager

• The Employee Relations Manager is responsible for overseeing the development and implementation of the organization's employee relations strategy. This includes working with the HR department and other stakeholders to identify areas for improvement, develop initiatives, and monitor their effectiveness. Responsibilities of the employee relations manager include:
• Collaborating with the HR department to develop and implement employee relations policies and programs
• Providing support and guidance to team members and managers on employee relations issues
• Evaluating the effectiveness of current initiatives and recommending changes as needed

Employee Retention: The Impact of Good Employee Relations on Retaining Talent

Maintaining good employee relations is essential for retaining top talent and ensuring the long-term success of your organization. By fostering a positive work environment and addressing employee concerns promptly, employers can significantly reduce turnover rates and maintain a highly skilled workforce.

Some strategies for enhancing employee retention include:

• Implementing effective onboarding and mentoring programs
• Offering competitive compensation and benefits packages
• Providing opportunities for career development and growth

FAQs About Employee Relations

• Q: What is the difference between employee relations and labor relations? A: While employee relations focuses on the overall relationship between employees and their employer, labor relations specifically deals with the relationship between the organization and its labor unions or other collective bargaining groups. Q: How can an organization improve its employee relations? A: Some ways to improve employee relations include implementing effective onboarding and mentoring programs, offering competitive compensation and benefits, providing opportunities for career development, and promoting a positive work environment. Q: What are some common employee relations issues? A: Common employee relations issues include conflicts between employees or between employees and management, workplace discrimination or harassment, and concerns related to health and safety.

In conclusion, Employee Relations is a vital aspect of human resources management that encompasses various initiatives aimed at fostering a positive work environment and promoting employee engagement, satisfaction, and retention. By implementing effective onboarding and mentoring programs, performance management systems, and work-life balance initiatives, organizations can create a supportive and inclusive workplace that attracts and retains top talent. Moreover, addressing health and safety concerns and providing resources such as employee assistance programs can further enhance employee well-being and overall job satisfaction. By prioritizing employee relations, businesses can drive long-term success and growth while ensuring the well-being of their human capital.

Employee Relations is a vital aspect of human resources management that encompasses various initiatives aimed at fostering a positive work environment and promoting employee engagement, satisfaction, and retention. By implementing effective onboarding and mentoring programs, performance management systems, and work-life balance initiatives, organizations can create a supportive and inclusive workplace that attracts and retains top talent. Moreover, addressing health and safety concerns and providing resources such as employee assistance programs can further enhance employee well-being and overall job satisfaction. By prioritizing employee relations, businesses can drive long-term success and growth while ensuring the well-being of their human capital.

Download Disclo’s ERG Business Proposal Template

TL;DR The ERG Business Proposal Template empowers Employee Resource Group leaders to advocate for ADA accommodation software effectively, demonstrating its ROI and strategic value in enhancing workplace inclusivity. It equips leaders with a structured approach to gain executive buy-in and implement solutions that support diversity and operational efficiency.

Corporate Inclusion: Language in the Workplace

TL;DR Incorporating inclusive language in the workplace is essential for fostering a respectful and supportive environment, enhancing employee engagement, and promoting diversity. Adopting language policies that respect individual preferences can significantly boost team dynamics, innovation, and a company's overall success.

Collect, verify, and manage workplace accommodations all in one place.

Let's disclo.

Growth Tactics

Mastering Employee Relations: Best Practices for a Thriving Workplace

Last Updated on September 17, 2023 by Milton Campbell

Wanna know a secret? Investing in employee relations can positively impact your company’s success and workplace environment. This article will guide you through the fundamentals of employee relations and effective strategies to improve interactions between employees and employers. Dive in as we answer common questions and unpack key concepts to create a positive employee experience.

What are Employee Relations and Why Are They Important?

Employee relations refers to the relationships between employers and employees in the workplace. It encompasses a wide range of activities that help create and maintain a positive relationship , fostering mutual trust and open communication. Good employee relations are essential for employee engagement, satisfaction, and ultimately, the company’s productivity and success.

The importance of employee relations cannot be overstated. From reducing employee turnover and absenteeism to creating a healthy work environment, positive employee relations contribute to the company’s mission and vision. Employees who feel valued and respected are more likely to go above and beyond, positively impacting the entire organization.

How Does HR Contribute to Employee Relations?

As the resident people-experts in your company, the HR professionals play a significant role in shaping employee relations. Consider yourself the workplace’s chief weaver, with each thread symbolizing a unique relationship among colleagues. It’s your job to fashion these threads into a strong, vibrant tapestry – a healthy, positive, and engaging workplace.

You’re responsible for creating policies that encourage mutual respect and understanding and implementing them wholeheartedly. It’s through your initiatives that everyone communicates effectively and issues are resolved promptly, promoting a harmonious working environment. Remember, every interaction you facilitate, each policy you initiate, and all the guidelines you enforce, consistently shape the workplace and set the tone for employee relations. Keep weaving and watch the magic happen!

Examples of Employee Relations: Good vs. Bad

What constitutes good or bad employee relations can be subjective. However, let’s break it down with a few examples:

Good Employee Relations:

• Management actively communicates with employees
• Employees feel heard and valued
• Engaged employees within the organization
• Opportunities for learning and development
• Inclusion and belonging are prioritized

Bad Employee Relations:

• Disagreements left unresolved
• Lack of communication between employers and employees
• Poor management practices
• High employee turnover

Building an Effective Employee Relations Strategy

Crafting an employee relations strategy is sort of like preparing a grand feast for your loved ones. It requires careful planning, thoughtful execution, and a hearty dose of love and enthusiasm. And just like your favorite recipe, building an effective employee relations strategy needs the right ingredients and steps. Let’s get started, shall we?

Imagine your organization’s mission and vision as your recipe’s base. This is where it all begins. Your strategy needs to align with these objectives, much like how the flavors of your dish should sing together harmoniously. Start by understanding your company’s mission and making sure that your strategy directly aligns with these goals. Say your company’s mission involves providing unparalleled customer service. In this case, your employee relations strategy could mean building a culture that fuels collaboration and empathetic communication among your team.

Next, let’s talk about your chefs (aka your employees). You’ve got to whip up a workplace environment that caters to their dietary preferences (I mean, career aspirations and personal growth needs). Keep your lines of communication wide open and check in with your team members periodically. Ask how they’re doing, what they need, and how their roles can be more fulfilling. By doing so, you’ll make sure they’re motivated, dedicated, and ready to treat your customers with a menu that sees satisfied smiles all around.

Now, bring in the secret sauce – clear expectations, as a lack of clarity could undermine your recipe. Set comprehensive guidelines for what is expected in terms of behavior at work, work ethics , communication norms, and everything that contributes to a healthy work atmosphere. This helps everyone understand what to do, how to do it, and more importantly, what not to do!

Finally, remember one secret ingredient that chef’s won’t tell you: Problems will arise! No strategy is foolproof or free from the occasional mishap. So always keep an open mind and a well-structured plan for conflict resolution on standby. Your ability to resolve issues efficiently and fairly will help maintain a positive relationship among your team members, thus simmering down potential conflicts into manageable teapot storms.

Voila! You’ve now got a delicious, hearty serving of an effective employee relations strategy. Remember, creating such a strategy is not a one-time task, but a constant process of adapting and improving, so keep taste-testing and refining your dish (strategy) over time for the best results. Now go ahead and savor the fruits of a positive, engaging workplace. Bon appétit!

Identifying and Resolving Employee Relations Issues

Imagine you’re strolling through a lush garden. Now, this garden represents your workplace, and the plants symbolize your employees. Everything seems bright, blooming, and full of life. But, as you look a little closer, you notice a few yellow leaves and wilted flowers here and there – signs that not all is perfect. These signs are analogous to employee relations issues in your workplace.

Identifying these issues early is like spotting a wilting plant before it withers away completely. You see, employee relations issues can crop up anytime, anywhere. Communication breakdowns , disagreements among teammates, concerns about employee rights or performance disputes, can all disrupt the harmony of your workplace garden. The first step in dealing with these issues is recognizing them. Keep your eyes and ears open, listen to murmurs on your office grapevine (or Slack channels, as is the norm these days!), and pay attention to changes in employee behavior or performance.

Once you’ve identified an issue, it’s time for some workplace gardening! Just like using the right tools (a watering can, a pair of gardening gloves, garden shears, etc.) to care for your plants, resolving workplace issues also requires the right tools.

First, let’s make sure you have clear communication. This is as essential as sunlight for your garden plants. Make it a point to talk to the relevant parties. Understand each side of the story, and listen to every perspective with an open mind. Make sure your employees feel heard and valued.

Then, we need some teamwork – because, as in a garden, every plant ( team member ) matters! Encourage the involved parties to work collaboratively towards a solution. This could involve letting them air their concerns and brainstorm possible resolutions together.

Next, bring in the power of empathy – your plants will thrive when you understand their specific needs, and so will your employees. Consider the perspectives of each party involved, and make your decisions with fairness and understanding.

Finally, remember the biggest lesson gardening teaches us: Patience. Resolving employee relations issues can take time. Allow the process to unfold naturally and be patient in seeking resolution and understanding.

With the right care and attention, your ‘garden’ can once again bloom with positivity, productivity, and mutual respect. Happy gardening!

Mastering Employee Relationship Management: Top Tips

So, you want to become a master at managing employee relationships, huh? You’ve come to the right place, my friend! Consider this your personal roadmap of top tips, helping you weave the kind of workplace harmony that’s usually reserved for feel-good movies. I promise it’s not as hard as it looks! So, let’s dive in together, shall we?

1. Let’s Talk:

First up on our list is communication. I know, I know – you’ve probably heard this a million times, but it’s just that essential. Encourage open communication across all levels of your organization. No whispered secrets or hidden agendas – just straightforward, clear conversations. Embrace regular check-ins and ensure everyone feels comfortable sharing their thoughts or ideas. Remember, a conversation is a two-way street; listening is just as important as speaking.

2. Team Building – It’s not just for retreats:

A little team spirit goes a long way. Building stronger relationships between team members can help create a sense of togetherness, and what better way to do that than through collaboration? It could be as simple as a brainstorming session on a new project or a monthly team-building activity. Who said trust falls and escape room challenges were the only way to build teamwork ?

3. Trust: You can bank on it:

Trust forms the bricks and mortar of any relationship. To build this, let your actions speak louder than your words. Keep your commitments, be consistent in your decisions, and be transparent in your communications. Just think of it as maintaining your credit score – you want to keep it high, so people know they can count on you.

4. Issues & Conflicts – An Unavoidable Pair:

Last (but definitely not least) is dealing with issues and conflicts. As unappetizing as this part of the ’employee relationship management’ pie may seem, it’s still a component we can’t ignore. Address conflicts promptly, with fairness, empathy, and transparency. It’s like cleaning up a spill – the faster you address it, the easier it is to manage.

So, there you have it! Your mini-guide to mastering employee relationship management. Embark on this journey with these tips in your toolkit, keeping an open mind, and an empathetic heart. You’ve got this!

How do You Measure the Success of Your Employee Relations Efforts?

Ever gone to a potluck where everyone was excited to taste the dish you made? And the moment you see their beaming faces and thumbs-ups, you felt an overwhelming amount of joy. This is very similar to measuring the success of your employee relations efforts. It’s all about seeing those positive reactions and results in your workplace.

Things like low turnover rates, high employee satisfaction scores, and overall employee growth tell you that something’s working. It’s like being hailed the Potluck Star – it tells you that your dish was a hit. The same principle applies to your strategies at work. Let’s paint a clearer picture.

1. Lower Employee Turnover:

This is a bit like seeing very few people leave the potluck early. If your team members stick around and fewer people are leaving your organization, it proves that your efforts to create a great workplace environment are working. High employee retention is a strong indicator that you’re doing well in managing employee relations.

2. Higher Employee Satisfaction Score:

Let’s say you’re at another potluck and there’s a scoreboard. Seeing your name next to a high score is like having high employee satisfaction levels. By regularly conducting surveys to measure job satisfaction, you can gauge how happy your employees are. Happy employees indicate that your strategies to improve employee relations are indeed successful.

3. Employee Growth:

Notice how the potluck chef masters more complex dishes over time. Similarly, in an organization, if you notice your employees are consistently growing and improving in their positions, taking up more challenging roles, and performing them well, it’s a good indicator of the success of your employee relations efforts.

4. Positive Employee Feedback:

Ever been to a potluck where everyone is eagerly asking for your recipe? Similarly, if you’re receiving positive feedback from your team – whether that’s acknowledging ongoing support, constructive leadership , the positive work environment, or your approach to professional development – then give yourself a pat on the back. You’re doing an excellent job with your employee relations.

Much like refining your culinary skills for unforgettable potluck dishes, improving your approach to employee relations takes attention, innovation, and an open mind to feedback. Keep up the good work, Potluck Star, and never stop perfecting that recipe for a motivated, engaged, and happy workplace!

Key Takeaways

By investing in employee relations, you’re setting your company up for success. Here are the most important things to keep in mind:

• Foster open communication and trust among employees
• Resolve conflicts promptly and fairly
• Align your employee relations strategy with the company’s mission and vision
• Encourage collaboration and teamwork
• Focus on employee happiness and well-being

Step into the world of employee relations with confidence, and watch your organization thrive!

Popular Posts

• 10 Fun Team Building Activities That Employees Will Love
• How to Lead Through a Crisis! 10 Effective Tips
• 5-Minute Team Building Activities: Quick & Fun!
• Understanding Team Member Roles and Responsibilities in the Workplace

Don't Forget to Share

Related posts.

• BUSINESS TIPS
• PRODUCTIVITY

Select Page

Harnessing Successful Employer-Employee Relations: 12 Best Practices

Posted by hrisha bhuwal | May 23, 2022 | Employee Management , Employee Engagement , MANAGEMENT | 0 |

Do you believe your company is making progress toward its objectives? If not, it may be time to concentrate on employer employee relations in your company. The way of communication between managers, HR representatives, and employees is crucial to maintaining a healthy and productive work environment .

As we enter a new decade, an ever-evolving workplace has put employer-employee relations at the forefront. It is now more than crucial to Maintain positive employee relations to improve staff morale, reduce workplace conflict and ultimately, increase productivity. 

An important measure of corporate success is how employees and employers appreciate one another, and a solid partnership yields better results. Many workers have reflected deeply on what they desire from work and from their employers due to the pandemic, and in a world where talent is scarce, workers can expect businesses to respect those demands. 

Many workers may have realized that their primary desire is to maintain some balance between work and “life.” One cause for this could be the pandemic’s psychological impact. As an employer, you need to know how you can make them feel valued and help them to maintain a balance between work-life . In return, they will utilize their potential to fulfil your company’s goal.

Reasons to Prioritize a Positive Employer-Employee Relationship

Increased productivity.

A positive employer employee relations in the company, as previously said, allows employees to earn more income through higher productivity. It’s because a great work environment boosts motivation and boosts productivity . Happy employees are more likely to put up their best efforts.

Increased Retention

Companies that promote great professional relationships are more likely to succeed because it helps them acquire the trust of their loyal employees who desire to stay.

They will not leave the team or the business, saving money on recruitment, hiring, and training. Investing in building a solid relationship rather than spending money on new searches is better to avoid losing business.

Increased Engagement

Employee engagement is intimately tied to the organizational connection. “The majority of employees perceive the employer employee relations to be significant to their job satisfaction,” according to the Society for Human Resource Management research.

As a result of this strong relationship, employees can progress and stay for the long term since they feel valued.

Fewer Workplace Conflicts

Conflicts are reduced in a pleasant work atmosphere. When employees don’t dispute and work toward a common goal, their trust grows. As a result, they become more productive by avoiding confusion and increasing discord.

Assigning Work Made Simple

Strong employer employee relations allows you to know employees’ strengths, shortcomings, and present and potential areas of expertise as an employer. It aids in the assignment of responsibility and the avoidance of misunderstandings. It allows people to remain engaged and finish tasks efficiently.

Some employers design projects to compensate for deficiencies. Employees feel satisfied and can be themselves at work when they discover new skills.

Problems Are Quickly Recognized

Maintaining a positive relationship with employees leads to more open and honest communication in the workplace. Such open discussions help identify existing business issues and disadvantages, allowing for faster resolution.

Equality at Work

The majority of firms fail to promote workplace equality. Employees do not feel important in a workplace that is not fair and equitable.

As a result, individuals are less likely to work harder and produce results. You can build a solid and efficient staff critical to any company’s success by adopting employee equality.

Obtaining Employee Support

Employee advocacy is nothing more than empowering your employees to promote your company’s brand.

But why would an employee do it if they don’t feel connected to the firm and have faith in it? A robust employer employee relationship can help you develop a consistent employee advocacy strategy and turn your employees into promotional assets.

How To Improve Employer Employee Relationship?

Set the tone from the beginning.

First impressions are crucial. Extensive paperwork and pointless presentations will not capitalize on an enthusiastic new employee’s first enthusiasm. Instead, greet them with the same enthusiasm and take the time to personally assist them in getting ready for work. Introduce them to their coworkers and appoint a mentor to assist them in adjusting. Making them feel valued and welcome from the start will set a favorable tone for them while they figure out how to integrate into your company and their new career.

Make Your Relationship Healthy

Employer employee relations should be mutually beneficial and courteous. Because the employer hires the employee, he is responsible for ensuring that the latter is comfortable and happy at work. Employee satisfaction will result from an employer’s friendly approach, leading to beneficial and profitable outcomes. 

On the other hand, some employers prefer to keep their distance from their employees to maintain their hierarchy. It is totally up to the employer how he treats his employee, but the bottom line is that the two must establish a solid bond to achieve the company’s goals.

Establish a Centralized Employee Relations Oversight Team

As you begin to deploy employee-prioritization techniques, identify the team that will oversee their execution, handle dispute resolution, and collect employee feedback and engagement statistics. 

Keep an Open-Door Policy

Maintaining an open-door policy is a terrific way to start creating employer employee relationships. A natural give-and-take happens when your team members feel comfortable approaching you with questions, concerns, and new ideas. As a result, your employee/employer relationship will be strengthened.

Interdependency

Every employer employee relationship should be based on mutual trust. The smooth completion of work is contingent on the other. An employer will be pleased if his employee completes his responsibilities on time and takes on additional assignments while he is away. Similarly, an employee expects his supervisor to assist him in his duties and be available whenever needed.

Consider Going Digital

Technology, it should be the first step towards redirecting your plans to prioritize employees over numbers (and, just to be clear, when you prioritize employees, your numbers will rise). With the right technology, you can create a healthy and productive workplace.

An employee tracking tool like EmpMonitor can make your workplace more transparent, inclusive, and trustworthy. It will enable you to see how your employees are doing and whether they can focus on their work or not. As per their performance, you can evaluate if there is any need for change in the workplace or do something to improve their productivity.

EmpMonitor- Employee monitoring Software

EmpMonitor is one of the best cloud-based employee monitoring systems available in the market. It is the all-in-one employee management system you need for clock-in/clock-out, time-tracking, productivity, and performance measurement.

It checks all the boxes of being a perfect employee monitoring system and provides many features through which you can analyze whether your employees are productive or not, how efficient they are, and measure their overall performance. You can access all these details with just a single dashboard. 

Concentrate on Making Positive Connections:

Employers must focus on pleasant expressions while interacting with employees since emotions are contagious. Employees might sense a leader’s dissatisfaction with the current financials of the company’s performance, which can affect productivity. 

An employer that focuses on positive communication spreads positive feelings throughout the team. Even when things aren’t looking good, leaders should always be an inspiration to their staff rather than a source of stress and misery.

Avoid Micromanaging:

When you micromanage coworker , you give the impression that your employees are incapable of doing their jobs. This harms their efficiency and self-assurance.

Allowing your team members to set their own work hours is one of the simplest ways to give them some control. Sling software allows you, the manager, to create a timetable that lets your employees choose when they wish to work.

A Social Viewpoint:

Employer employee relations can open doors to new possibilities and view points. Since the organization is purely for business objectives, there should be room for friendly and social interaction between them. Apart from business-related issues, they should include lively and amusing topics in their conversation topics. In addition to being employees, their relationship should be open enough to feel the wave of amity at work.

Provide Opportunities for Advancement:

Companies that actively provide and support professional development for their employees will have a more motivated and well-equipped staff. Managers and HR officials should consult with employees about improving existing skills and obtaining new training.

Encourage Open Discussion:

A worker should be able to communicate freely. A lack of information and illness will emerge if employees fail to interact with their coworkers. This provides the perception to employees that they are not recognized as essential assets to the organization. As a result, ensure your employee’s comfort level by discussing your company’s performance and activities, which will draw the employee even deeper into your company’s family.

Working closely with an employer is critical, particularly in a call centre setting. Having a healthy and respectable relationship entails being on the same page and having each other’s back in difficult times. This will yield positive and beneficial results.

Make an Employee-Friendly Environment:

One of the most common reasons employees leave their jobs or dread going to work is that they are uncomfortable there. It’s critical to provide a safe environment for employees who spend a significant amount of time at work (over 30 hours here).

How are you going to do it? So, get to know your coworkers. Inquire about what they enjoy doing, what they don’t want to do, how their week is going, etc.

Also, asking employees their pronouns is required in today’s businesses. This makes people feel more comfortable at work.

Check Out Our Latest Posts:

Top 5 Productivity Tools On The Market Right Now Work Hours Calculator: 4 Best Practices To Calculate Work Hours 6 Easiest And Most Effective Ways To Manage Projects

Final Thoughts

These are mere tips for sweetening employer and employee relationships. Eventually, it will come down to you if you are willing to build an employer employee relationship to make the place more satisfactory. I hope it was helpful. If you have any queries, let us know in the comments below!

About The Author

hrisha bhuwal

Related posts.

The Most Common Time Tracking Statistics

June 30, 2020

6 Reasons Why Your Business Needs Digital Workforce Management

May 15, 2023

Check How My Boss Uses Online Employee Time Tracking Tool While I Work

November 5, 2022

HOW TO EFFORTLESSLY PREVENT EMPLOYEE BURNOUT IN AN ORGANIZATION ?

January 14, 2021

Recent Posts

• February 2024
• January 2024
• December 2023
• November 2023
• October 2023
• September 2023
• August 2023
• February 2023
• January 2023
• December 2022
• November 2022
• October 2022
• September 2022
• August 2022
• February 2022
• January 2022
• December 2021
• November 2021
• October 2021
• September 2021
• August 2021
• January 2021
• October 2020
• August 2020
• February 2020
• December 2019
• November 2019
• October 2019
• September 2019
• August 2019
• Administer with EmpMonitor
• Attendance Tracking
• challenges in project management
• Cloud Based Attendance System
• computer activity tracker
• Computer Monitoring Software
• Coworker Relationships
• Daily Tasks Tracker
• Data Security
• Dysfunctional workplaces
• e-mail tracking software
• Efficiency Metrics
• Email Monitoring Software
• employee accountability
• Employee Assessment Tool
• Employee Burnout
• Employee Efficiency Metrics
• Employee Engagement
• Employee GPS Tracking
• Employee Management
• Employee Monitoring Software
• employee onboarding software
• Employee Retention
• Employee Shift Monitoring Software
• Employee Survey Examples
• Employee threat management
• Employee Time Management
• employee time off tracking
• Employee tracking software
• engagement metrics
• Enterprise Project Management
• Flowtime Technique
• Insider Threat Management
• Internet Activity Tracker
• Keylogging Software
• Managing Multiple Projects
• Managing Remote Workers Toolkit
• Micromanaging coworker
• Monitoring employee internet usage
• Onboarding Software For Small Business
• People Management Skills
• Pomodoro Technique
• Productivity Management Tool
• Project management
• project management challenges
• Project Management Software Features
• Project Management Tool
• Project Tracking Dashboard
• Project Tracking Software
• Rapid Planning Method
• Remote Employee Management Software
• Remote employee monitering
• Remote Management
• Remote Work Challenges
• remote work security
• Screen Monitoring Software
• staff management tools
• Task Batching
• Team Management
• Time Management Goal Examples
• Time Management Goals
• Time Management Software
• Time Management Techniques
• Time Management Tips
• Time Mapping
• Time Tracking Software
• Time Tracking Tips
• Work From Home Tips
• work tracking software
• Workforce analytics software
• Workforce Management
• Workforce Management Software
• workforce management tools
• Workforce Planning And Analytics
• Workload management
• Worktime Management

SHOPPING CART

No Products in the Cart

• $  US Dollars
• €  Euro
• £  British Pounds

The Complete Guide to Building Relationships with Employees

Positive workplace relationships are critical for any dynamic, growing organization. This social fabric regulates the flow of information, helps direct motivation and attention, and determines whether people’s wheels are spinning or things are getting done. 

 Employee relationships are fraught with challenges, however. Along with navigating appropriate and inappropriate behaviors , managers need to strike a balance between a friendly, relaxed culture and a responsibility-driven chain of command.  

 If you’re not there yet, know that you can develop fuller, more effective employee relationships. Bosses who make their expectations known, are fair in their judgments, and reward the good more frequently than punishing the bad will find developing healthy relationships with employees to be much easier. Let’s take a closer look.

SEE ALSO:  The Complete Guide to Building Relationships with Clients

BE FRIENDLY, NOT FRIENDS

It’s important to establish some emotional distance with your employees . It’s wise to seek good-natured camaraderie, but you may find it harder to fulfill your managerial duties if you let true friendships develop. Consider how much harder it would be to reprimand a friend compared to an acquaintance.  

  Team building exercises are great. You can invite your team out to happy hour or bond over an office event. Just keep in mind that you’re are the boss. If your employees like you, that’s great. But it’s more important that they trust and respect you.

KEEP YOUR DOOR OPEN

Keep your door open metaphorically, that is. You’re certainly allowed to close it when needed. Having an open-door policy encourages healthy communication. Let your staff know that they can come to you about anything.  

 If they have concerns, let them know that you’ll listen without judgment and help to resolve the situation. If they have a great idea, tell them that you’ll help them develop the concept while giving them credit if they have a great idea. Be there to listen, offer advice, resolve conflicts, and knock ideas around. 

 These behaviors create a safe space where employees can be heard and where their contributions are valued. Mutual respect and clear paths of communication are the necessary results.

SEE ALSO:  How to Build Relationships More Productively

BE FREE WITH YOUR GRATITUDE

When people do a good job, let them know. Thank them for being a productive member of the team. When they go above and beyond, honor that sacrifice. Let them know how valued they are and how much you appreciate their commitment. 

  Employees who feel appreciated perform better — they’re more responsive, work harder, and make better stewards of the company’s fortunes. Because they feel valued, they’re more likely to take valuable actions, which creates a positive feedback loop. 

 As a side benefit, gratitude is contagious. If you make a habit of genuinely thanking employees when they do a good job or take one for the team, they’ll be more likely to pay it forward, spreading gratitude to their coworkers, vendors, and most importantly — your customers. 

 Expressing your gratitude can be done in two ways, and both are valuable. The first, an in-person “ thank you ,” is always welcome. When you want to express thanks for specific achievements quickly, a phone call, video chat, or a face-to-face talk are the best options. 

 But maybe you want to express more profound gratitude or thank someone for long-term stellar performance. Then a handwritten card is the right option. But this takes time that most busy executives and managers don’t have. Simply Noted offers the solution. 

 If you add your employees’ addresses into your Simply Noted address book, you can trigger automated, handwritten thank you cards whenever you need one. Simply type your message, choose the proper recipient, and our handwriting machines will put real pens to paper to create authentic-feeling handwritten notes personalized to your recipient. We can ever recreate your handwriting for a singularly genuine experience.

SEE ALSO:  Your Ultimate Guide to Relationship Marketing

BE WILLING TO GIVE AND RECIEVE CONSTRUCTIVE FEEDBACK

Relationships of any kind work best built on trust and mutual respect. An essential component of this is a willingness to look at your shortcomings honestly . Never assume that you’re right just because you’re the boss. Respect your employees by acknowledging that they will sometimes know more than you and that their perspective is equally valuable. Be open to constructive feedback. Listening will only make you a better leader. 

 Show this same respect to your staff. When they ask for your opinion, be honest. It doesn’t serve the relationship or the company to sugarcoat difficult criticisms or simply avoid them entirely. Give honest feedback, but phrase it so that it helps staff members grow in their positions.

SEE ALSO:  Why Handwritten Notes Make People Feel Good

KEEP YOUR WORD AND EXPECT THE SAME OF OTHERS

We mentioned the importance of trust in the last section. Another way to build it is to do what you say you’re going to do and always take your own advice. 

 Few things sap employee motivation as quickly as a manager that says one thing while doing something else. If you reprimand someone for something that you do freely, they’ll lose respect for you. If you make a promise and you break it, your staff’s confidence in you will suffer. If you agree to keep something in confidence and then use it against the employee later, they’ll never come to you again.

Like feedback, keeping your word goes both ways, too. Let your employees know that you expect them to keep their word. When they do, be quick with praise. When they don’t, call them out. Let them know that you’re disappointed and try to shepherd them in the right direction.

SEE ALSO:  5 Strategies to Increase Customer Loyalty

CELEBRATE THEIR IMPORTANT MOMENTS

Let your employees know you care by calling out the happy moments in their lives. Make sure you know their birthdays, anniversaries, and other special occasions. Plug them into your HR or CRM software and then use Simply Noted’s convenient integrations to create automated, handwritten birthday, anniversary, and holiday cards, delivered on time, every time. 

 You don’t need to remember all of your employees’ birthdays to ensure they always get a heartfelt, handwritten message on time. You can schedule your mailing with Simply Noted in advance. This ensures you never miss an important moment in your employees’ lives. 

 Relationships require work. Like a garden, it’s not just enough to plant them. You also have to water and feed, pruning the bits you don’t want will accentuating the parts you do. With gratitude and respect, your employee “garden” can do amazing things, blossoming in all sorts of wonderful, unexpected ways. You just have to take the first steps.

Companies we've worked with

Get your first card FREE!

Ready to start writing.

Type in words or a phrase to use our AI Assistant to help generate a great message.

Please login and you will add product to your wishlist

Are you sure you want to delete this card?

• Tutoring Coming Soon

5HR01 Assignment Example

• December 18, 2021
• Posted by: Harry King
• Category: CIPD Level 5

You are the HR manager for Makite Solutions, a small-medium sized logistics company which distributes products nationally. Makite provide high-performance logistics and supply chain management to customers. Starting by delivering in their local area, they have experienced explosive growth over the last 3 years, becoming one of the leading lights in their sector. Makite is a unionised workplace.

This growth, however, has caused problems for Makite Solutions. Employee relations have become difficult between Makite and their staff and conflict is starting to become commonplace. Employees have mentioned “differences in personality styles”, “lack of respect” and “lack of support”. There is currently industrial unrest within the organisation, with instances of go slow tactics and talks of strikes.

As the HR manager, you have been tasked to create a policy document or factual summary of key legal aspects and their implications, for Makite’s intranet library. You will also generate an advisory briefing note to senior managers facing industrial unrest in the organisation.

Preparation for the Tasks:

• Refer to the indicative content in the unit to guide and support your evidence.
• Pay attention to how your evidence is presented, remember you are working in the People Practice Team for this task.
• Ensure that the evidence generated for this assessment remains your own work.

You will also benefit from:

• Reflecting on your own experiences of learning opportunities and training and continuing professional development.
• Reading the CIPD Insight, Fact Sheets and related online material on these topics.
• You should relate academic concepts, theories, and professional practice to the assessment task(s), in a critical and informed way, and with reference to key texts, articles and other publications.

Don’t forget to:

• Complete the front cover sheet, sign with a “wet signature” and place at the front of your assessment.
• Use the bullet points below each task as headings and sub-headings so your marker can see where your answer begins.

Task One – Policy Document

You are required to produce a policy document containing key legal aspects and their implications. This should be designed to sit on the company’s intranet and should be formal in style.

The policy document can be broken down into two sections:

A review of emerging developments to inform approaches to employee voice and engagement (AC 1.1)

Differentiate between employee involvement and employee participation and how it builds relationships (AC 1.2)

Assess a range of employee voice tools and approaches to drive employee engagement. (AC 1.3)

Critically evaluate the interrelationships between employee voice and organisational performance. (AC 1.4)

Explain the concept of better working lives and how this can be designed. (AC 1.5)

• Explain the principles of legislation relating to unfair dismissal in respect of capability and misconduct issues . (AC 3.1)
• Analyse key causes of employee grievances (AC 3.2)
• Explain the skills required for effective grievance and discipline-handling procedures. (AC 3.3)
• Advise on the importance of handling grievances effectively. (AC 3.4)

Task Two – Advisory Briefing Note

This task requires you to produce an advisory briefing note to senior managers facing industrial unrest in the organisation.

The advisory note should contain:

• Distinguish between organisational conflict and misbehaviour, and between informal and formal conflict. (AC 2.1)
• Distinguish between official and unofficial employee action. (AC 2.2)
• Assess emerging trends in the types of conflict and industrial sanctions. (AC.2.3)
• Distinguish between third-party conciliation, mediation and arbitration. (AC.2.4)
• Explain the main provisions of collective employment law. (AC 4.1)
• Compare the types of employee bodies, union and non-union forms of employee representation (AC 4.2)
• Evaluate the purpose of collective bargaining and how it works. (AC 4.3)

a) A review of emerging developments to inform approaches to employee voice and engagement (AC 1.1)

In today’s business world, giving employees more say over how they carry out their responsibilities and soliciting their views during decision-making has enormous benefits for both employees and employers. Employee involvement research focuses on employee choice in completing job operations and making workplace decisions through various workplace innovations such as teams and quality circles (Rasheed et al., 2017). Employee voice accelerators of employee engagement. Employee engagement, retention, innovation, and effectiveness can help boost workplace productivity (Rasheed et al., 2017). There is a wealth of information that draws parallels between productivity and employee engagement. Gallup reported that individuals in the top quartile of employee engagement were 18% more productive than those in the lowest quartile in a sample of over 23,000 business units (Nechanska et al., 2020).

Voice further helps to strengthen the organisation’s resilience. In this respect, engaged individuals with an effective voice are more likely to lend support to a company during times of change, whether caused by internal or external forces (Nechanska et al., 2020). Employees who are disengaged and do not have access to an appropriate system for objective dialogue are more likely to exacerbate these pressures by looking for alternative ways to vent their concerns (Rasheed et al., 2017). In normal operations, employee voice can provide a crucial early warning system for concerns such as technological breakdowns or consumer and supplier behavioural changes.

b) Differentiate between employee involvement and employee participation and how it builds relationships (AC 1.2)

Employee participation refers to employees having a part to collectively play in company operations to attain a shared goal (Bai et al., 2019). A computer security firm, for example, might assemble a group of workers and task the group with building doomsday security scenarios. Every employee is encouraged to contribute by coming up with suggestions based on real-life occurrences that could jeopardise computer security. The team provides a platform for employees to offer suggestions for completing the work. Employee morale is boosted, and a more inclusive workplace is established when the company’s leadership fosters the ideal climate in which participation is collaborative, team-oriented, and also exploits of each individual’s particular skill set (Wang et al., 2018).

Employee involvement encompasses opportunities offered to employees to participate in the decision-making process at work; it refers to the direct relationship between management and staff that allows staff members to take ownership of the project’s outcome (Jiang and Luo, 2018). Employee involvement activities can further encompass facilitating opportunities for employee training, various motivational approaches to bolster employee performance, and creating a corporate structure conducive to freethinking and autonomous decision-making.

Employee participation differs from employee involvement in that participation relates to the actual business tasks that workers execute. In contrast, involvement refers to the level of influence that staff members have in decision-making over which corporate activities they undertake. Employee participation encourages a collaborative approach in which a team of employees completes a project by combining their varied skill sets to reach a shared goal. On the other hand, employee involvement comprises a direct line of communication between management and staff to facilitate better communication and ownership of how workplace decisions are made. Both methods can improve the commitment to achieving a common objective.

c) Assess a range of employee voice tools and approaches to drive employee engagement. (AC 1.3)

Organisations may use employee voice tools such as surveys and collective bargaining. Employee perceptions are measured in an employee culture survey used to assess if they fit with the organisation’s or departments’ (Holbeche, 2018). Employee engagement surveys assess employees’ dedication, motivation, a feeling of purpose, and enthusiasm for their jobs and employers (Saks, 2019). Thus, surveys grant employees a say in the organisation’s strategies and goals. Collective bargaining empowers employees to safeguard their employment interests by seeking unions and authorised representatives to negotiate with employers regarding employment terms (Jiang and Luo, 2018).

Organisations may further employment approaches to drive employee engagement, such as reward and organisational culture. When a firm adopts a total rewards plan, it can offer its staff bonuses, wage raises, extra vacation or paid sick leave, and improved perks throughout their career (Holbeche, 2018). Such an approach yields employee engagement by offering a series of long-term projections and goals to an employee for which they may earn rewards. Corporate culture encompasses a wide range of organisational practices. For instance, employees are also drawn to settings where management is approachable, communication is open, firm executives exemplify accessibility and approachability, and the corporate direction is clear, yielding increased engagement.

d) Critically evaluate the interrelationships between employee voice and organisational performance. (AC 1.4)

Effective employee voice mechanisms guard defend against a slew of issues arising from the psychological pressures in an organisational setting. Employee voice bolsters organisational agility. If businesses adjust swiftly to changing market conditions, they must create an environment where people feel free to speak up (Bai et al., 2019). Managers frequently lose sight of how front-line services are provided to clients. It can be challenging to transform the organisation unless individuals can be frank about the reality of how it runs daily, as sustainable change begins with transparency and honesty. HR can create incentive schemes that effectively orient employees toward accomplishing organisational goals if individuals can speak up regarding what they find essential vis-à-vis what is attainable (Duan et al., 2017). Organisations that cannot swiftly construct a picture of how they need to adapt–and then take proactive action–are likely to lag as the business landscape evolves.

Employee voice helps to prevent the loss of knowledge and skills. Many employee voice mechanisms are closely linked with employee retention; when staff members feel able to speak up and have avenues to do so, grievances are addressed at the source before harming well-being, job satisfaction, and the psychological contract (Jiang and Luo, 2018). In an environment where tacit information is a crucial component of competitive edge, high retention is critical for all businesses. As it is costly to replace knowledge and competencies, it is critical to engage and nurture existing employees (Bai et al., 2019).

e) Explain the concept of better working lives and how this can be designed. (AC 1.5)

A better working life refers to a healthy balance between an individual’s professional and personal life. A growing number of businesses are counting on their staff to live more balanced lives, as balanced workers are more productive and driven. Suppose a firm purposefully or unconsciously undermines an employee’s private life by forcing them to work excessive overtime or under excessive pressure. In that case, it will inevitably lead to discontent and stress, leading to health issues, poor performance, and alienation from the employer (Jiang and Luo, 2018). Employee dissatisfaction demonstrates how distant the company is from attaining a work-life balance. However, the working environment is steadily evolving as more businesses embrace the concept and actively promote it (Jiang and Luo, 2018).

The employer should lead by having a positive attitude towards a healthy work-life balance. Employers must see themselves as a reliable ally who promotes a healthy lifestyle rather than as the supreme authority in the lives of their employees. Employers can encourage a healthy work-life balance by providing workplace amenities that advance employee welfare, such as gyms and daycare facilities (Bai et al., 2019). Management aims to balance a fulfilling personal life and a healthy level of working strictness. However, employees who work for companies that operate on a highly “loose” basis may take advantage of the employer’s benevolence, yielding negligence and indiscipline (Jiang and Luo, 2018).

Section 2        

a) Explain the principles of legislation relating to unfair dismissal in respect of capability and misconduct issues. (AC 3.1)

The Employment Rights Act 1996, as revised by many provisions, is the principal source of UK law regarding unfair dismissal. Unfair dismissal law is based on the principle that employees have a right to fair treatment. The employee must show that they were dismissed before filing a claim; the employer must prove that the dismissal was fair and was for a specified reason and handled appropriately, to effectively defend the claim (Jiang and Luo, 2018). Managers must first ascertain the facts before taking action. Before contemplating dismissal, they should assess whether a more constructive strategy that does not include dismissal is more likely to be beneficial (Wang et al., 2018). Where an employee’s conduct is in question, the threshold of proof that the employee perpetrated an offence is not as stringent as it is in criminal court (Holbeche, 2018). The employer, however, must show that it conducted a comprehensive inquiry into the claimed misconduct. The employer must demonstrate that the investigation yielded a reasonable belief that the employee committed the offence in question and that the decision to terminate them was justifiable (Jiang and Luo, 2018). When an employee’s capability is a concern, things may traverse their control. Suppose concerns are the consequence of poor leadership, management, or work systems. In that case, the employer should implement suitable solutions (often incorporating learning and development) to help the individual improve their performance (Wang et al., 2018).

b) Analyse key causes of employee grievances (AC 3.2)

An employee grievance refers to a complaint made by one or more employees about salaries and allowances, working conditions, and the implementation of service terms, including overtime, leave, transfer, promotion, tenure, job responsibilities, and service termination (Wang et al., 2018). Therefore, an employee grievance encompasses any dissatisfaction or feeling of injustice related to one’s employment situation brought to management’s attention. Broadly, an employee grievance is any form of staff discontent that harms organisational relations and performance (Jiang and Luo, 2018). Employee grievances may arise from a variety of reasons:

• Salaries and wages

The most profound source of employee dissatisfaction is inadequate compensation. Furthermore, pay and wage-related issues such as regular salary delays, unfair deductions, insufficient raises and overtime pay, failure to revise salaries over time lead to employee grievances and dissatisfaction (Holbeche, 2018).

• Workplace environment

Employees have the right to operate in a secure and comfortable environment. Here, factors such as insufficient lighting, improper ventilation, inadequate sanitary facilities, the use of malfunctioning tools and machines, and a lack of washrooms and drinking water facilities may cause employees to clash with management.

• Unfair workplace practices

Employees are subjected to excessive stress and dissatisfaction due to activities such as unfair promotion policies, coerced transfers, a lack of proper training, and unsuitable job designs (Shuck et al., 2017). These practices further increase absenteeism and staff turnover.

• Disciplinary actions

Due to frequent absenteeism, conflicts of interest, impulsive behaviour, or a lack of punctuality. Management may be forced to demote or suspend an individual for a period, bringing the individual shame and embarrassment (Holbeche, 2018). The employee may believe the punishment to be unjust; such misunderstandings must be addressed and corrected as soon as possible.

c) Explain the skills required for effective grievance and discipline-handling procedures. (AC 3.3)

Managers must conduct grievance meetings and disciplinary hearings effectively by planning, familiarising themselves with applicable policy, and having faith in their skills:

• Proactiveness

Some problems can be avoided before they spiral out of control and necessitate intervention. It is advisable to be direct with employees when dealing with a grievance or disciplinary matter (Bai et al., 2019). Thus, a manager should not be hesitant to be forthright about what an employee is expected to do. Managers must communicate with their employees and teams frequently. People are significantly more likely to turn to a manager to discuss a problem if they perceive them as approachable.

• Focus on facts

Managers must take charge whenever grievance or a disciplinary matter proceeds to a formal level by equipping themselves with the facts. They must concentrate on the features of the employee’s behaviour that are potentially inappropriate and whether they have broken any specific policies (Shuck et al., 2017). If attendance is a problem, an accurate account of the employee’s timekeeping should be kept. If they have already been told about it through frequent feedback, they have already been allowed to improve. Therefore disciplinary action should not be unexpected. An investigator must show that he or she can design a strategy that focuses on elements such as timeframe and appropriate evidence sources.

• Soft skills

A majority of the skills required for engaging people are soft skills, particularly when discussing potentially sensitive topics. Roleplaying and planning can help a manager to practice and improve their active listening and questioning skills. During grievance and discipline discussions, different questioning tactics must be employed, such as open questions to stimulate dialogue, probing questions to obtain the necessary information, and closed questions to verify facts (Bai et al., 2019). Active listening demonstrates the prioritisation of the employee’s perspective and point of view while also strengthening working relationships; it may include nonverbal cues such as body language and voice tone (Jiang and Luo, 2018). The manager must allow the employee in question to have a say without addressing them in an adversarial manner.

d) Advise on the importance of handling grievances effectively. (AC 3.4)

Employees are advised to follow a relevant mechanism to escalate their grievance after an issue has been identified formally. A grievance procedure is intended to provide employees and employers with an impartial and transparent framework for raising and reviewing critical issues and complaints (Jiang and Luo, 2018). Employees have an avenue to voice concerns about a safe working environment without fear of negative ramifications if they use a formal grievance procedure. Knowing that any issues will be taken seriously and dealt with appropriately may boost employee morale and productivity (Bai et al., 2019). Employees are also protected against management’s arbitrary decisions if a comprehensive process is followed (Jiang and Luo, 2018). A systematic grievance process assists businesses in identifying any inappropriate or unlawful gaps in their current grievance handling procedures while also working per employee contracts and assisting in the enforcement of corporate contracts (Bai et al., 2019). By preventing the unfavourable publicity associated with a mishandled grievance, having an agreed-upon and approved process also helps safeguard the brand or company image.

▪ Distinguish between organisational conflict and misbehaviour and between informal and formal conflict. (AC 2.1)

Any planned activity by members of the organisation that breaches essential organisational or social norms is referred to as organisational misbehaviour (Bai et al., 2019). In this case, there is enough proof of the organisation disrupting processes, harassing others, theft, misappropriation or damage of corporate property, defrauding the government, and deceiving customers. The fundamental thread in defining misbehaviour lies in the intention behind the misbehaviour.  This viewpoint results in the classification of misbehaviour as either type S (misbehaviour meant to benefit self, such as theft), type O (misbehaviour meant to benefit the organisation such as defrauding the government), or type D (misbehaviour meant to inflict damage such as damage to company property or systems) (Jiang and Luo, 2018). Thus, management must be proactive in detecting misbehaviour at the workplace, taking relevant action to address it at the source.

Conflict differs from misbehaviour in that it is a natural occurrence in all workplaces, associations, and groups where people from various backgrounds interact. Conflict occurs more frequently when unmet expectations or when the persons involved are obligated to work together for an extended period to achieve personal or business goals (Patton, 2020). Differences in thought, personality, or perspectives at work frequently lead to tensions, which harm workplace productivity. Workplace conflict refers to any problems that arise in the workplace or among employees, and it can also refer to conflicts that occur outside of regular working hours (Nash and Hann, 2020). Interpersonal conflict, which can arise from personality clashes and obstacles in working with one another, is now included in modern definitions of workplace conflict, in addition to traditional disagreements (Asante, 2020). Workplace complaints, such as opposition to established procedures and managerial decisions, can also lead to conflict between employees and their employer or between employees and the employer’s representatives, according to modern definitions of workplace conflict. Formal conflict entails clashes between an organisation and the staff regarding organisational policies and procedures, while informal conflict entails interpersonal clashes in the organisational context.

▪ Distinguish between official and unofficial employee action. (AC 2.2)

The current trends in labour relations indicate that unionisation is on the rise. Many employees join trade unions willingly to safeguard and advance their employment interests. in the event of an unresolved issue between employers and employees; trade unions intervene to pursue a solution; if they fail, industrial action ensues. Industrial action is considered official if endorsed by a trade union and involves union members (Jiang and Luo, 2018). Because industrial actions violate employment terms, the proper legal procedure must be implemented to defend the action against illegal employment actions such as dismissals and non-payment of wages and benefits (Jiang and Luo, 2018). Without the support of their labour unions, some employees may call for industrial action such as a go-slow. Such activities are considered unofficial, they are frequently unprotected, and these employees risk being terminated.

▪ Assess emerging trends in the types of conflict and industrial sanctions. (AC.2.3)

The contemporary business landscape has seen significant evolution around conflicts and industrial sanctions. In contrast to ancient times, trade unions have friendly relationships with employers (Nash and Hann, 2020). Similarly, the focus in employment relations has shifted from just paying salaries on time and enduring difficult performance reviews to nurturing employees (Nash and Hann, 2020). Organised expressions of dispute articulated through a trade union or other employee representation amount to a formal industrial conflict. Its most common form is the organised strike, which comprises a temporary suspension of work to avoid punishment and achieve changes in wages or working conditions by utilising the collective strength of employees (Jiang and Luo, 2018). Strikes can be bolstered by other forms of official action, such as go-slows and work-to-rule agreements. Strikes are considered official if they are authorised by the trade union leadership and are executed per the law and procedural collective bargaining arrangements (Nash and Hann, 2020). The informal industrial conflict is purely expressive, as it is not based on any structured organisations and arises from a sense of grievance (Nash and Hann, 2020).

▪ Distinguish between third-party conciliation, mediation and arbitration. (AC.2.4)

Conflicting parties seek the assistance of an objective and neutral third party during mediation, which promotes dialogue about possible solutions. As a result, mediation produces a solution that is acceptable to all parties. Mediation is usually faster, less expensive, and less stressful than litigation (Nash and Hann, 2020). The mediator instructs the disputing parties what to do, offers advice on problems, and asks questions that help the disputants reflect on their behaviour (Patton, 2020). Mediation is an effective technique to take during the early phases of a conflict, and it can even be used as part of a grievance procedure in some cases. Nevertheless, the opposing parties must consent to mediation.

Conciliation

Although conciliation and mediation have certain parallels, conciliation is often used to resolve specific legal problems rather than more general issues. During the conciliation process, an objective and independent expert speaks to the disputing parties separately and collectively, as needed to encourage them to reach an agreement.  A conciliator urges disputing parties to reach an agreement among themselves, while a mediator proposes a solution to the problem at hand (Patton, 2020). A qualified conciliator discusses the issues with all parties concerned, explains the legal issues, analyses resolution options, and assists the disputing parties in reaching a legally enforceable agreement (Nash and Hann, 2020).

Arbitration

Arbitration involves a neutral third party functioning as a judge who decides between opposing viewpoints and renders a definite ruling in a case. The disputing parties usually agree ahead of time whether the arbitrator’s ruling is legally binding (Asante, 2020).  Alternatively, they may decide that the arbitrator’s ruling is not legally binding, allowing them to pursue the dispute in court or before a tribunal (Nash and Hann, 2020). When a trade union considers industrial action, for example, they may seek the assistance of an independent arbitrator to assess the situation and make a rational conclusion. However, the disputing parties must agree to arbitration.

▪ Explain the main provisions of collective employment law. (AC 4.1)

The Employment Rights Act 1996 defines who an employee is in the UK; a person who works under a contract of service or apprenticeship. The primary legal requirements around a contract of employment entail items included in the primary document or the principal statement. The principal statement’s minimum requirements include necessary items such as pay, including the frequency and time of payment, working hours, holiday and holiday pay, including its formula of calculation, amount of sick leave and pay, and any other paid leave (Pugh, 2020). These terms form the basis of collective negotiations. In many respects, an employment contract is identical to any other contract. Broader dynamics influence contractual working arrangements in this regard. As a result, contract law governs the employment contract. In this case, contract law mandates that the employment contract include an unambiguous job offer from the employer.  The offer can be conditional, but it must be accepted by the employee who receives it. It must include a consideration between the parties involved, such as the employee’s job in exchange for the employer’s wage offer. It must also express a desire to enter into a legally binding agreement (Pugh, 2020). Nonetheless, as the employer has more power in the employment arrangement, the law may require additional aspects to protect the employee’s rights.

▪ Compare the types of employee bodies, union and non-union forms of employee representation (AC 4.2)

Some of the nuances that create a distinction between union and non-union workplaces are characterised by complexity. However, the real difference boils down to the party that is responsible for defining the work culture. In a non-union workplace, the employer wields the bulk of power; in this regard, the employer determines work expectations, work schedules, sets remuneration and maintains disciplinary independence, promotions, and other work culture aspects (Sarvaiya et al., 2018). On the other hand, in a union environment, employees enjoy a higher percentage of control; using their union, employees can negotiate contracts at the workplace, including details regarding subjects such as wages, work expectations, schedules, promotions, and discipline.

Employees prefer a union environment owing to its accompanying advantages such as support, benefits, wages, and security. According to some estimates, union workers enjoy higher wages than non-union employees (Dobbins and Dundon, 2020). Also, union workers typically enjoy medical benefits more often than their non-union counterparts; more than 90% of union workers are granted medical benefits while less than 70% of non-union employees enjoy medical benefits (Sarvaiya et al., 2018). Furthermore, the spouses of union employees are often incorporated in this benefit coverage, unlike for non-union employees. An added advantage of working in a union workplace is job security. In this regard, the only way of dismissing an employee in a union environment is in a just manner; this means that the employee must display gross misconduct (such as stealing from the employer) to suffer dismissal (Dobbins and Dundon, 2020). Also, their peers’ support enables collective action, should an employee feel that they have received unfair treatment. In some instances, there are rules in a union environment to shield more senior staff members from being disregarded during promotions or transfers to new positions (Sarvaiya et al., 2018).

Working in a union environment also comes with some drawbacks compared to a non-union environment. For instance, all union members must pay union fees which is sometimes a significant cost implication. Furthermore, with membership to a union, the employee is part of a group or collective and, in turn, loses some degree of autonomy (Dobbins and Dundon, 2020). Whether or not the employee agrees with the decisions of their union, they are bound to the employment contract terms negotiated (Sarvaiya et al., 2018). Also, a significant number of workers cite that supervisors tend to be less collaborative, resulting in unionised workers having less support, trust, and partnership with the management.

▪ Evaluate the purpose of collective bargaining and how it works. (AC 4.3)

Workplace conflicts between employees and employers can be resolved through discussion and negotiation to reach a decision; this is termed collective bargaining because both parties agree to a decision reached after extensive negotiation and consultation. Therefore, collective bargaining is instrumental in determining employment terms through negotiations between an organised group of employees and an employer or employee association operating through recognised agencies. Ultimately, the essence of collective bargaining is communication between relevant stakeholders, not outsiders (Sarvaiya et al., 2018).

Collective bargaining can take many different forms. First, negotiating may occur between a single company and a single union, referred to as single plant bargaining (Dobbins and Dundon, 2020). Secondly, the negotiation may occur between a single company with multiple plants and the people who work in each of these plants. Multiple plant bargaining is a type of collective bargaining in which workers negotiate with the same company through separate unions (Sarvaiya et al., 2018). Thirdly, instead of an individual union dealing with an individual employer, all unions existing in the same industry negotiate with the employer’s federation of that industry through these unions’ federation. This arrangement is referred to as multiple employer bargaining, which is feasible at both the municipal and regional levels.

Reference List

Asante, O., 2020. Leadership Strategies to Manage Workplace Conflict.

Bai, Y., Lin, L. and Liu, J.T., 2019. Leveraging the employee voice: a multi-level social learning perspective of ethical leadership. The International Journal of Human Resource Management, 30(12), pp.1869-1901.

Dobbins, T. and Dundon, T., 2020. Non-union employee representation. In Handbook of research on employee voice. Edward Elgar Publishing.

Duan, J., Li, C., Xu, Y. and Wu, C.H., 2017. Transformational leadership and employee voice behavior: A Pygmalion mechanism. Journal of Organizational Behavior, 38(5), pp.650-670.

Gall, G., 2020. Twenty Years of the Third Statutory Union Recognition Procedure in Britain: Outcomes and Impact. Industrial Law Journal, 49(4), pp.657-662.

Holbeche, L.S., 2018. Organisational effectiveness and agility. Journal of Organizational Effectiveness: People and Performance.

Jiang, H. and Luo, Y., 2018. Crafting employee trust: from authenticity, transparency to engagement. Journal of Communication Management.

Nash, D. and Hann, D., 2020. Strategic conflict management? A study of workplace dispute resolution in Wales. ILR Review, 73(2), pp.411-430.

Nechanska, E., Hughes, E. and Dundon, T., 2020. Towards integration of employee voice and silence. Human Resource Management Review, 30(1), p.100674.

Patton, C.M., 2020. Breaking the healthcare workplace conflict perpetuation cycle. Leadership in Health Services.

Pugh, J., 2020. The United Kingdom’s Coronavirus Act, deprivations of liberty, and the right to liberty and security of the person. Journal of Law and the Biosciences, 7(1), p. lsaa011.

Rasheed, M.A., Shahzad, K., Conroy, C., Nadeem, S. and Siddique, M.U., 2017. Exploring the role of employee voice between high-performance work system and organisational innovation in small and medium enterprises. Journal of Small Business and Enterprise Development.

Saks, A.M., 2019. Antecedents and consequences of employee engagement revisited. Journal of Organisational Effectiveness: People and Performance.

Samuels, A., 2020. Coronavirus Act 2020: An overview by a lawyer interested in medico-legal matters. Medico-Legal Journal, 88(2), pp.86-89.

Sarvaiya, H., Eweje, G. and Arrowsmith, J., 2018. The roles of HRM in CSR: strategic partnership or operational support? Journal of Business Ethics, 153(3), pp.825-837.

Shuck, B., Osam, K., Zigarmi, D. and Nimon, K., 2017. Definitional and conceptual muddling: Identifying the positionality of employee engagement and defining the construct. Human Resource Development Review, 16(3), pp.263-293.

Wang, Y., Zheng, Y. and Zhu, Y., 2018. How transformational leadership influences employee voice behaviour: The roles of psychological capital and organisational identification. Social Behaviour and Personality: an international journal, 46(2), pp.313-321.

Choose Your Writer

• Employment Relationship Management 5HR01

The main goal of unit Employment Relationship Management 5hr01 is to identify approaches to improve optimistic relationships among employees. It impacts analysing the extent so that the champions of the profession work better to increase the organisation`s performance and employee performance. The main impact of this unit is to contrast the involvement and participation of employees as well as its influence on performance promotion. Crucial concepts which students will acquire include engagement and employee voice, dispute and conflict resolution, disciplinary and grievance matters, Performance management and concepts of employee relations and employee bodies.

There is great significance in recognising Employment Relationship Management 5hr01 in Level 5 of CIPD. It also was just the learners in good work relationship maintenance among employees, co-workers, and managers. The ERM procedure demonstrates its strategy through relationship management in an organisation, the work environment might be enhanced. Thus, the promotion of ERM in organisations and workplaces is significant for the practice of individuals

The learners of human resource management can get details in CIPD relationship management in employment with the help of this module that emphasises versatile outcomes of the learning. On the building and performance of an organisation that generates potent Relationships among employees. Therefore, this module provides the information guide for all the learners of Human Resource Management at level 5 who have an urge to get detailed recognition of relationship management.

We are going to discuss some examples of relationship management in the assignment of Employment Relationship Management 5hr01 which provides the module outcome that assists in generating your assignment. The selection of topics is another example of an assignment that provides great marks to the students in their assignments. Therefore, some informative examples are presented at this level which can assist the student gain great knowledge and skills to generate their assignment.

Objectives of unit

The objective of the unit Employment Relationship Management 5hr01 is to make the learners acquire the following benefits:

• Provide our reflection on the experience of training and learning activities and continue the development at a professional level.
• Thoroughly read the insights of the CIPD fact sheet and online material in terms of these topics.
• Students are required to provide relativity among professional practice theories and academic concepts in a critical way and with key text, publications and articles.

Learning outcomes

The main learning outcomes of the unit Employment Relationship Management 5hr01 are comprised of the objectives of the unit which are designed to teach learners about relationship management.

LO1: Recognise the practice, engagement and voice of employees to support live working better.

Lo2: recognise versatile categories of dispute resolution and conflict behaviour., lo3: recognise the way through which one can manage disciplinary, performance and grievance matters in terms of law., lo4: recognise the roles of the body of employees in employee relations., assessment criteria.

The assessment criteria of the unit Employment Relationship Management 5hr01 is comprised of the learning outcomes which are tailored to make the learners get more information about relationship management.

1.1 Enquire about emerging developments to aware methods to employee engagement and voice.

1.2 Contrast between employee participation and employee employment and the way it generates relationships.

1.3 Monitor a broad variety of employee voice approaches and tools to generate employee engagement

1.4 Critically analyse the relationship between organisational performance and employee voice

1.5 Elaborate on the better life working concepts and the way they might be generated.

2.1 Differentiate between misbehaviour and organisational conflict, and between formal and informal conflict.

2.2 Differentiate between unofficial and official actions of employees.

2.3 Monitor the emerging trends in the category of industrial sanction and conflict.

2.4 Differentiate between arbitration mediation and conciliation of third parties.

3.1 Elaborate on the legislation principles in terms of unfair dismissal related to misconduct and capability issues.

3.2 Identify the key components of employee grievance.

3.3 Elaborate the required skills for influential grievance and procedure of discipline handling.

• Negotiation skills
• Communication skills
• Conflict resolution skills
• Organisational skills
• Decision-making skills
• Time management skills

3.4 Generate and advice on the significance of effectively handling grievances.

Some of the things which can assist you in grievance handling include.

• The relevant rules and regulations are governed by the employee.
• Procedure establishment at the time of handling the grievance.
• Significance of impartiality and fairness at the time of investigating and resolving the grievance.

4.1 Elaborate the significant collective law of employment and its provisions.

4.2 Contrast the categories of employee unions, bodies and non-union categories of employee representation.

4.3 Identify the collective bargaining purpose and its working procedure.

You can also read a sample  Talent Management And Workforce Planning 5HR02 .

Our credulous features get rid you of precariously poised

When it comes to demonstrating the assignment on the complex area of the different fields students find themselves precariously poised. Because they have a very good interest and concept of the subject matter but when it comes to demonstrating on the paper they find themselves crippled. The student never finds themselves comfortable when they have to demonstrate the complex areas of the assignment on paper this sometimes shutters their confidence level and they prefer to get a substance from any senior.

The unit Employment Relationship Management 5hr01 is also comprised of different techniques and Real-world examples which is students required to demonstrate in their assignments to get incredible marks. If you are a student and suffering from the difficulty of making assignments on unit Employment Relationship Management 5hr01 then you can get our assistance and increase your marks.

We render around the clock availability

A number of students suddenly make the decision to take assistance from outside and when they find it they immediately try to call or get connected with the service. By keeping this thing into account over service remains available 24/7 so you can ask for any information of work from us. In addition, you can also place your order anytime.

We offer 100% unique work

We have been providing our service of assignment writing for many years due to which our writers are experienced and are Cognizant of the criteria of assignment writing. They prepare the content of the assignment that is 100% free from plagiarism. In terms of AI, you can also feel free from stress because we never utilised any AI tool in our assignment. In addition, you can get a Turnitin report where you can check out the amount of similarity and uniqueness with AI detection.

We have the elevated writers

Writers are the most inevitable source of academic writing that`s why at the time of hiding over writers we keep their educational background and writing skills into account. All of our writers have a great comprehension of the assignment topics because of have the PhD degrees in human resource management. The abilities of our writers can be gauged by the satisfaction of our customers.

Our proofreaders are skilled

The Proofreading system is the backbone of our service because we never leave a single chance of marks reduction in our student`s work. The main reason behind it is that writers demonstrate your Assignment very well but just because of the negligence of two freedoms you have to face the issue of marks reduction. At our service, you don`t need to get worried about it because our proofreaders eliminate all the mistakes from it.

We never miss the boat

We are mindful of the significance of on-time delivery of the assignment that`s why our rightest prepare your assignment on time. In addition, if you require urgent-based assignment service then you can hit us a big as we are providing within 24 hours at our premium service.

You can get our service at cheap rates

We never designed our charges which can cause a barrier between the ways of your success. Our charges are quite reasonable for all the students. At our service, we try to take the tight Pocket budget of the students into account.

We pave diverse referencing styles

Referencing styles sometimes generate a great hindrance in the way of students when they try to prepare their assignments themselves. Basically, the assignment references are assigned to you by the side of your education institute. Our writers have great training and command over the references they can add any style of references with accurate in-text citations.

Our origin is from the UK

Origin of our services from the UK that`s why all of the members working at our service have a great command of the language. Our writers also have great linguistic abilities to demonstrate their ideas on your assignment.

You can get under-the-wrap service

Many students have concerns related to the privacy of their information and work. We take care of all the intentions of the students in the security and privacy of their work and information. We provide a service that is quite under the wrap.

• The Open University
• Guest user / Sign out
• Study with The Open University

My OpenLearn Profile

Personalise your OpenLearn profile, save your favourite content and get recognition for your learning

About this free course

Become an ou student, download this course, share this free course.

Start this free course now. Just create an account and sign in. Enrol and complete the course for a free statement of participation or digital badge if available.

Assignment On Relationship Of Employee & Employer

Added on   2020-02-12

   Added on  2020-02-12

End of preview

Want to access all the pages? Upload your documents or become a member.

Employee Relations Assignment | HRM Assignment lg ...

Impact of human resource management on employee relations lg ..., the role of negotiation in employee relations lg ..., employee relations (er) assignment | hrm assignment lg ..., employee relations: unitary and pluralistic frames of reference lg ..., aldi employee relation assignment lg ....

Forms & Letters for Employee Relations

Please note that we are in the process of updating our forms library. all forms, letters, and templates will soon be migrated to the main people & culture forms library..

Catastrophic Leave Sharing Program

• Vacation Hours Transfer Form  

Compensatory Time Off (CTO)

• Compensatory Time Off Election Form  
• See  Labor Relations: Forms & Letters

Background Check

• Employee/Applicant Release and Disclosure Form  
• New Hires  
• Reclassification or Assignment of New Duties  
• Transfers  

Family & Medical Leave Packet

• Medical Leave Form for Employees  
• Medical Leave Form for Family Member  
• Pregnancy Disability  
• Return to Work  
• Leave of Absence Request Form
• Request to Continue/Cancel Benefits Form  
• Caregiver Leave
• Qualifying Exigency Leave  
• See sample letters on  UCnet
• Leave Usage Tracking Form  
• Family and Medical Leaves Charting Calendar  

Labor Contracts

• Forms and Letters for Labor Contracts

Medical Separation

• Notice of Leave of Absence and Special Placement Consideration (90 day transfer search)  
• Request for Review (Campus Accommodation and/or Medical Separation) form  - please review the instructions before filling out this form .

Military Leave

• Special Leave of Absence Form (to be used for Military Leaves)  

Miscellaneous Template Letters

• Performance Improvement Plan

MSP Separation

• Notice of Intent to Separate MSP (position elimination)
• Notice of Intent to Reduce MSP Appointment Percentage
• Letter of MSP Separation (position elimination when employee responds)
• Letter of MSP Separation (position elimination when employee does not respond)
• Letter of MSP Reduction in Time (when employee responds)
• Letter of MSP Reduction in Time (when employee does not respond)
• Working Document [MSP]

Near Relative Approvals

• Near Relative Exception Request

Pregnancy Disability Leave (PDL)

• Employee FML Eligible  - For combined PDL and Parental Leave
• Employee FML Eligible  - For Requests Limited to PDL
• Employee FML Eligible but Leave Entitlement Exhausted  - For Requests for PDL only
• Employee Not FML Eligible  - For requests for PDL only
• Letter for Change in End Date of PDL  - For Approved Combined PDL and Parental Leave
• Medical Certification for Employee's Pregnancy Disability  
• PDL Confirmation Letter  - Employee Not FML Eligible or Employee FML Eligible but Leave Entitlement Exhausted
• Request to Continue/Cancel Benefits While on Leave  
• Return to Work Certification  
• Policies topic page

• Implementing Global Payroll

Employment Level Options for Payroll Elements

Your enterprise uses an employment model. When you create elements, you select the employment level at which to attach the element. If you select a level below payroll relationship, each assignment record can have separate element entries.

Payroll Relationship Level

This level is the highest level for accumulating balances. Every payroll run processes payroll relationship elements.

Here are the typical elements to define at payroll relationship level:

Tax deductions

Child support

Medical care

Benefits activity rate calculations, such as employee contributions and flex credits

Assignment Level

Use this lowest level for elements that require different entries for different assignments, or when the element applies only to specific assignments.

Here are the typical elements to define at assignment level:

Assignment salary

Regular hours

Sales bonus

Profit-sharing bonus

• [email protected]

Assignment on Employee Relations

Introduction

Every workplace constitutes employers and employees due to which many times there are conflicts that arises due to various reasons. This concept is important as if there are conflicts among them then no productivity may occur in the organization and success of the organization would also be suffered. So it is important to identify the conflicts and perform corrective actions to resolve them in limited time period as if they are not resolved then success of the organization may hamper. So in this concern many theories are made and analyzed that is discussed in this assignment to resolve the grievances. Apart from that there are various ways to resolve the conflicts that are also discussed. Collective bargaining is the approach that is shown in presentation with its importance in resolving conflict.

1.1 Unitary and pluralistic frames of reference

Employee relation is the important concept in the working of the organization. Managers and their employees suffer many conflicts as the interest may differ from time to time. But both of the parties want to make the organization in which they perform their work successful and long running as well. So various theorist has stated many theories in relation to the state of conflicts and criteria to resolve them also (Turek, 2015). There are various reasons for the origination of conflicts so theories are made in accordance to determine the root cause and make necessary amendments in that regards. Two such theories are the unitary and pluralistic theory that are explained below:

Unitary theory:  Every theory has certain assumptions similarly this theory assume that there are no conflicts that are present in the organization in relation to employees and employers as they both of them has common interest for the organization. It was seen that there are seven aspects that covers this particular theory. They are explained below:

• Managers are the only persons that are authorized to manage the organization. No leaders are present that can create hurdles in the organization.
• Mangers are designated to make their employees committed towards their work so that these employees are productive for the organization.
• It is assume that there are no conflicts among the employees and managers and they all are working towards the goal making organization successful.
• Harmony can only be possible when there are strong leaders that can create there impact on the organization and its followers.
• For the betterment of the organization trade unions are not considered suitable approach to resolve the conflicts of the organization.
• Differences that occur in the organization between employer and employees are treated as the bad sign for the success of the organization. It is also assume that a good organization with effective working does not have any such issues.
• It is important for the betterment of the relationship among employees of the industry as well as this approach is independent (Tansel & Gazîolu, 2014).

There are many advantages of this theory as it showcases that organization does not consist any conflicts which implements that they all wants the success of the organization and its consistency. It also shows that all the employees are loyal to the organization and they do not have personal goals and objectives. This also helps the management of stakeholders as employees are also the imperative part of it. Another point is to consider is that leaders or the managers are the ultimate source of giving command so it is important that there work are effective and efficient that leads the organization to the success path. All the employees in the organization required to behave wisely so that mutual goals can be achieved effectively. There are certain disadvantages of this there are not always common goals. Due to competitive behavior this approach may not be useful.

Conflicts can be resolved by providing various incentives to the stakeholders in terms of financial and moral. Employees should be allowed to give certain designation in relation to the authority so that they may able to connect with organization. Various human resource techniques can be used to evolve better performance of the organization (Ntalianis, Dyer & Vandenberghe, 2015).

Pluralist theory: This theory states that there is the existence of difference of interest between employer and employees. This also states that there is the requirement of establishing trade unions so that employees’ perspectives and interest be showcased to the managers in a systematic manner. There are assumption in this concern that are listed below:

• There is the existence of different interest among the employees and employers.
• Leaders can be opposed on various occasions in the organization.
• Conflicts may be avoidable or non-avoidable. Most of the time they are unavoidable.
• Managers are required to solve these problems.
• Trade unions are legal and imperative to resolve the grievances and interest of the employees.
• Many amendments are done to accomplish the goals of the organization and to reduce the problems.

Trade unions are required to use all the fair means in dealing with the problems. Conflicts that are unavoidable should be given the priority to get resolve. Trade unions are the main sources for bargaining with the managers for the protection of interest. Rules and regulation should not be rigid to solve the problems (Mathew & Jones, 2012).

1.2 Assess how changes in trade unionism have affected employee relations.

Trade unions are the unions that are the representatives of employees to resolve the grievances. They are formed to ensure and protect the rights of the employees and workers working in the organization. They made certain bargains with the managements as and when needed to protect the members of trade unions. It came into legal existence in 1872 for the betterments of both employer and employees. Due to various emerging factors over the past decades has changed the perspectives of the trade unions that has affected employee relations like globalization, outsourcing etc. The main factors in that context are the shifting from public to private sector. Like these unions are contracted with the other contractors that may not be able to understand the problems of the members due to various barriers. Apart from that many women in the organization required rights so it is also become essential for these unions to accomplish the task. Similarly part time working in relation to women are also being concentrated. Employment act and labor law has boosted the trade unions. So employee relations are affected with the changed perspective to create the harmony among the employees and organization (Loretto, Lain & Vickerstaff, 2013).

1.3 Role of the key players in employee relations

An organization requires various persons for the running of the business. Sometimes that arise the conflicts among the employees and employers so various persons are required to perform the role of creating harmony among the organization for the effective working. So certain key players in this respect are mentioned as follows.

• Workers:  Workers must be working towards the goals of making the organization successful. They should also not only focuses on the personal goals but also work towards the mutual goals. They should also try to resolve their grievances on time so that no conflict may arise in future.Workers should try to create a harmonize environment for better working.
• Managers:  Managers should be effective leader. He must be role model to his followers. If he wants to create a harmony then it cannot act bias among its employees. No superiority complex should arise in mangers as it disconnects the employees from the managers. For the effective working leaders should encourage competition among employees but that competition must be healthy so that no conflict may arise among the employees. A good communications system is set up by the leader so that grievances and worries are resolved without hampering the work.
• Organizations:  Organization must setup an effective and practical approach of communication that can be practiced by all the employees and employers. Communications and other aspects are made compulsory to be documented as they are reliable source. Strict rules and regulations must be formulated and implemented for punishing those who creates conflicts.
• Government agencies:  These agencies mustformulate and implement laws and regulations that would enable a proper employee relationship. Apart from that supervise the works of trade unions so that no unfair means are taken into consideration. These agencies must work with integrity to achieve its goal. A harmonize environment can only be created if there proper working from the government agencies (Larsen & Navrbjerg, 2015).

2.1 Procedure for dealing with different conflict by employer.

There may occurrence many conflicts that may arise among the employees and the organization that can cause the trouble to the organization at large. So it is important that these conflicts be resolved by the employer. Various steps are followed by employer to solve the problem. These steps are illustrated below:

• Understanding the problem:  conflicts may arise at any time in the organization by the employee or among the employees. So it is important to understand the situation to the maximize level of solving grievances and conflicts. In this case, BMA are against the new contract that result of their vote out from it. So employer has to understand the problem and situation in this concern.
• Collection of relevant dat:  Data is collected from the sources to analyze the problem more effectively. Employer cannot take decision without any the information in that concern. Here in this case, employer has to collect all the data that leads to dissatisfaction among the BMA.
• Analyzing the data:  Now from the collection of all the data from all the relevant sources the next step is to analyze the data so that problems are solved in an effective and efficient manner. This is done by employer to identify the root cause of the conflict and making decisions to solve the problems simultaneously. Here in this case, employer has to analyze the root cause of such behavior in relation to the contract that is about to be implemented by the government.
• Make imperative steps:  All the necessary steps that would help the employer to solve the problem be taken into account. It is also important that these steps be taken within the time limit as if it crosses the time limit then problem may increase to a great level that may not be solved by the employer in time. In this case, NHS has to deal and negotiate with the BMA to resolve the grievances. They also have to make necessary changes if required to solve the problems by making certain changes in the contact.
• Implement those changes:  These changes that may resolve the dispute be made properly and then be implemented in proper time period. These changes made should be taken into consideration by considering interest at large. It is also important that changes may not harm or create more conflicts in the organization. In this case, BMA point of view is required to be considered by NHS to make necessary changes in the contract. These changes should be decided in the mutual interest of all the parties associated with it (Koca-Helvaci, 2015).

2.2 Explain the key features of employee relations consultant with reference to the above conflict situation.

Industrial relations are important for the effective working of the organization. If the organizational wants to successful then it is important that it make necessary improvement from time to time for harmonize environment of working. Many conflictsarise in the organization and the work place so it is important that these problems be solved within time period.

In this case, NHS is the organization and BMA is the association of the junior doctors. BMA is not satisfied with the contract that was already running due to which they decided to withdraw there name from this contract. In regards to the objection, a new contract was formulated but that again not able to satisfy the demands and the requirement of the association. Now they are planning strikes in this regards. So as per the case study certain features in relation to case study can be pointed out. These key features are listed below-

• Ideological framework:  These are the set of rules that incorporates the working of any organization. In this case, organization is the national health and safety that works in the health and safety of the people. This organization is following all the rules and regulation that are prescribed in the contract.
• Conflicts and cooperation:  The conflict is the contract that increase thedissatisfaction among the junior doctors. They are not happy with its formulation and now require changes in it. But NHS and government are not satisfied with the demand. Now the BMA has decided 4 strikes against it. There is cooperation among the members of the association for the success of the strike.
• Consultation:  A law suit is planned by the BMA to meet its demands in relation to the contract. They want the removal of the contract that was formulated after the previous disapproval of the contract. They are planning to file a law suit along with compensation in this regards. Apart from that strikes are also planned in this concern.
• Negotiation:  A negotiation may occur in future in that context. It is important that negotiation must be made by taking all the interest into consideration. Negotiation was made by taking the interest of patient as the priority by stopping the strike that was planned earlier (Griffin, Bryant & Koerber, 2015).

2.3 Evaluate the effectiveness of procedures followed so far from both parties in this conflict situation.

When the conflicts arise between the parties then it became important that these conflicts be solved without any wrong means and force. It is important that the conflicts that are resolved are in a systematic manner as if any unfair means are used by the parties then there are chances that desired and appropriate result in that context may not be extracted that would ultimately leads to damage at large to the people who are highly affected with it. In this case, both the parties are trying to come on the mutual place so that no person is affected at large.

BMA is the association that is not happy with the contact that is about to get implemented so it is trying to make various efforts to stop the contract. It is planning to file a law suit which is legal in nature. It is also planning for around 4 strikes to get the desired result. There criteria are legal but with the strike, patients will be affected the most as the working will be effective. So it must not go to strike as they can simply file the law suit against the contract and carry out with their operations.

NHS is the organization which is also the employer of the members of the BMA. It is on the favor of the contract that is about to be implemented by the government. But due to the reluctance shown by the BMA this contract is not able to come into force till now. They have planned a proper and legal procedure in there context of working. They are also taking all the necessary steps to stop the legal proceeding as it may hamper the goodwill of the party. Apart from that company also trying there level best to stop the strike. But there efforts are not proper as 4 strikes are planned by the BMA that would affect the working of the organization and ultimately affect the patients at large (Griffin, Bryant & Koerber, 2015).

Get assignment help from full time dedicated experts of Locus assignments.

3.1 Explain the role of negotiation in collective bargaining as in the above conflict.

It is the way in which there is the negotiation between the employer and the union in which all the necessary criteria that are required for the mutual benefit are present. It is important for the effective working of the organization. So it can be said that this is the approach through which conflicts can be resolved properly. Importance of the collective bargaining is mentioned below:

• It helps to boost up employees moral value and it also increase the rate of productivity to work hard.
• It helps to maintain the power among employees that they have certain position in the organization.
• It also helps in self-preservation of the esteem of the employee that ultimately creates a great opportunity for success of the organization.
• By this bargaining there is the better communication that enables the better working of the organization.
• It also helps to prevent the conflicts that can cause the damage to the people and the organization at large.

In this case, there is the conflict of interest between the NHS and BMA that results in the dispute that hamper the working of the organization. With the negotiation in the Collective bargaining of the conflict a better and harmonized planned contract may be created that would help the organization as well as the association to come to a mutual consent about the contract. Along with it strike and legal suit against the NHS may be avoided that can be helpful for the organization reputation. It would also help the patients who may suffer from this strike (Gill & Meyer, 2013).

3.2 Assess the impact of the negotiation strategies adopted by both parties in the above conflict situation and comment on other negotiating strategies and the potential impact it could have.

Resolving of conflicts required certain negotiation strategy that would both the parties to mutual consent. There is various negotiating strategy that can help to solve the problems and there impact is also a very important. As all the negotiation is documented so it becomes the reliable source for the future problems that may occur with the same effect. It also helps to create a better chances of the harmonize environment for the effective working of the organization. It also showcases the leaders that may enable the union to keep trust on it. It also increases the strength of unity among the union.

In this case, both parties are trying their best to come to a mutual understanding in which both the parties would be able to be fine with their situation. It is also important that they do not want to hamper the interest of the patients due to which BMA has decided to stop there strikes. NHS is making necessary adjustment in the contract that would help the organization in the long run of the business. With the negotiation there are chances that a harmonize  business environment be created in which the employee relationship be increased and productivity of the organization will also increase (Bose & Mudgal, 2013).

Presentation

Get Complete Solution From Best Locus Assignment Experts.

Employee relation is the important concept that cannot be avoided by the organization and the management. So it became necessary that the best theory be implemented by the organization to create a harmony among the employees and employers. Unitary and pluralistic theory has its own significance but the best theory must be adopted by the organization for better working. Apart from that trade union must use the best practices for safeguarding the interest of its members. All the key players must use their best practice to enhance the harmony. The best strategy for the removal of conflict is recommended for the parties in this conflict with all fair means. A collective bargaining is the best approach to get the desired result.

Bose, I. & Mudgal, R.K. 2013, "Employee relations climate in leather industry in Kolkata", Indian Journal of Industrial Relations, vol. 49, no. 1, pp. 13. Gill, C. & Meyer, D. 2013, "Union presence, employee relations and high performance work practices", Personnel Review, vol. 42, no. 5, pp. 508-528. Griffin, J.J., Bryant, A. & Koerber, C.P. 2015, "Corporate Responsibility and Employee Relations: From External Pressure to Action", Group & Organization Management, vol. 40, no. 3, pp. 378-404. Koca-Helvaci, Z.C. 2015, "Walmart and its employee relations: organizational stance-taking and legitimacy", On the Horizon, vol. 23, no. 4, pp. 374-386. Larsen, T.P. & Navrbjerg, S.E. 2015, "The economic crisis: Testing employee relations", Economic and Industrial Democracy, vol. 36, no. 2, pp. 331-353. Loretto, W., Lain, D. & Vickerstaff, S. 2013, "Rethinking retirement: changing realities for older workers and employee relations?", Employee Relations, vol. 35, no. 3. Mathew, S.K. & Jones, R. 2012, "Satyagraha and employee relations", Employee Relations,vol. 34, no. 5, pp. 501-517.

Delivery in day(s): 4

• Number of views: 809
• Unit: Unit 20 Employee Relations

Share this Solution

Other Assignments

Computing Skills Assignment Help

Delivery in day(s): 5

Organisational Behaviour Assignment Help

Delivery in day(s): 3

Business Law Assignment

International Management Assignment Help

Business Law Assignment Help

Related solutions.

Employee Relations Assignment Solution

Employee Relations Assignment Help

Unit 20 Key Features of Employee Relation Assignment

HRM on Employee Relations Assignment

Unit 20 Employee Relation Distinction Copy

Unit 20 Employee Relation Pass Copy

• Unit 1 Business and Business Environment
• Unit 1 Business Skills for e-Commerce
• Unit 1 Communicating in HSC Organisations
• Unit 1 The Contemporary Hospitality Industry
• Unit 1 The Travel and Tourism Sector

Other Solutions

Unit 6 Business Decision Making Assignment Help

Business Strategy Assignment Solutions

Managing Business Activities to Achieve Results Assignment Help

External Business Environment Assignment Help

Contemporary Issues in Travel and Tourism Assignment Help

Business Environment Assignment - British Airways