The Management Trust
"Solving Your Employee Relations Puzzle"
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The Management Trust "Solving Your Employee Relations Puzzle"
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Employee communication is a two-way street. You have to develop effective ways to tell them what you are thinking as well as a way to listen back. Each without the other will produce ineffective results. But, the question is how to do that without giving up your rights as a manager? Simply enough, by both a quantitative and qualitative approach. • Quantitative: Make sure you communicate with your people often. Never miss an opportunity to tell your people what you are thinking and why. They’ll love you for it. If you keep them in a vacuum, don’t expect them to embrace anything you tell them without skepticism and distrust. • Qualitative: Make sure that what you say makes sense to your employees. You need to speak their language as well as be sensitive to what your employees need to know. Just because you say it’s true doesn’t meant people will believe you. If you ever mislead your people, your level of trust will be destroyed in a New York minute. That trust may take a long time to rebuild, if ever. So, you may be asking, “What are the ways I can effectively communicate with my employees?”
Employee Handbooks & Policy Manuals (tell employees) Without written policies, you are bound by the many unwritten rules within your organization. A well-written employee handbook will define what you expect from employees as well as what they can expect from you. The result will be consistency in management by your management team. Good employee handbooks consider the following elements: • Properly written "At Will" statements. • Appropriate disclaimers in strategic locations • Unambiguous statements that are clear and to the point • Attention to removing improper words/phrases • Attention paid to the visual aspect of the manual • Implementation meetings to get started on the right foot • Regular review to keep updated
Employee Attitude Surveys (Listen to employees) Why wonder what your employees are thinking when you can simply ask them and find out. Of course, knowing what to ask and how to ask it is critical..and, if you don't follow up quickly with the proper response, it can all go for naught. As with anything these days, there is a right and wrong way to poll your employees.
Written employee surveys• For employers with employees spread over a wide geographic area. • Can statistically compare different departments, locations, work groups, etc. for deviation from company and industry norms. • Means of quantifying change in attitudes over time.
Focus group meetings• An effective method of getting to the heart of what your employees are thinking about the company, its policies, management, employee benefits and many other important topics. • Comments summarized for management review. • Action steps suggested to resolve any perceived problems. Follow-up with the management team for implementation. |
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