Positive employee relations are the heart of the many programs and processes that a HR function must juggle. When all the pieces come together, the result is a climate where employee relations are positive.
Having a plan and building relationships with your staff are the key to ensuring that you have positive employee relations.
Would you plan your operations without a sound budget and financial plan? Of course not. The same question can be asked of another important asset: your people. Having a plan to achieve positive employee relations is as important as having a financial plan; I’d say, more important.
The following measures will help you to develop a basic HR plan for positive employee relations.
- Needs: Identify your operation needs and how they translate into the people side of your operation.
- Recruiting: Based on your operation needs, develop screening questions to select people that believe in what you are trying to achieve and who will deliver on your brand.
- Training: Make sure you have a plan to ensure that your staff have all the know-how they need.
- Feedback: Staff need to know how they are performing, so make sure you observe them and give them feedback and coaching where required.
- Leadership: What kind of workplace environment are you trying to create as a leader? Is it a culture of passion, energy, fun and teamwork? As a leader you need to set the tone by example.
- Rewards & Recognition: When your team reaches a significant milestone, do you celebrate? Set team goals and then celebrate your successes as a team. Doing so rewards and recognizes your staff for their efforts and contributions.
- Communication: The final part of the HR plan is to ensure you are keeping people in the loop, involving them, sharing your challenges and making them a part of the solution.
- Goals: Develop mutual goals; if you have a common goal, you are working together as opposed to against each other.
- Walk a mile in their shoes: It is important that both parties cooperate and work toward mutually beneficial solutions; put yourself in their shoes.
- Explain your needs: You must decisively explain needs to employees, so that the operation can meet its objectives.
- Listen: Be an employer who listens to the staff. What do they need, and what are they telling you?
- Be balanced: Understand what your employees need, and balance it with your needs as a operation owner.
- Have a plan: Do not expect that the people side of your operation will just come together on its own. Follow the steps in the plan above and harness the power of your people.
Having an HR plan in place as a road map to positive employee relations is a key factor in your success. While there are many relationships you must manage as a operation owner, putting the employee relationship at the top of the list will allow you to create a competitive advantage for you and them.
It’s your staff who deliver the key components of success, so you need to make sure you have a plan in place for how that happens. At times, getting the entire team to pull in the same direction can be a challenge, and it does take time.
Operations who invest the time in planning and learning how to create positive employee relations are the ones who are seeing the payoff through higher productivity, lower turnover, better feedback and, most of all, stronger bottom line success.
Do you have a plan?