Ways to Improve Employee Relations | 572233.info
Work relationships are an important part of your career, and one of the most critical is the relationship between a boss and an employee. The better and more effectively you communicate with those around you, the richer your relationships will be. All good relationships depend on open, honest. The Importance of a Healthy Employer-Employee Relationship . element for successful relationships with employees is communication.
You would never gain anything out of it. Be honest and pass on information in its desired form. If your boss has asked you to download some information to your fellow team members, please do pass it on as it is. No one would trust you in future or come to your help whenever required. Remember honesty always pays in the long run. Think twice before you speak. Avoid using foul words against anyone at the workplace as it spoils the ambience of the office and leads to several disputes among individuals.
It is okay to enjoy at work but one should never cross his limit. Whatever you communicate has to be crisp, relevant and should make sense. Be a little professional in your approach.
How to Communicate with Employees | 572233.info
Important information should be passed on in the presence of each and every employee for better clarity. Every employee should have the liberty to express his views and ideas. No one would feel bad, rather appreciate your interest and attentiveness but do not jump in between. Do wait for your turn to speak. Do take care of your pitch and tone.
It should not be too loud. Your conclusions or main points belong at the top as bullet points. An elaborate setup is counterproductive, says Galbreath; readers discern condescension when a big setup attempts to spin bad news, and when one introduces good news, they stop reading before they get to it.
Keep the paragraphs short and the whole document to no more than a page. If your message is always negative, it won't be heard.HR Basics: Employee Relations
Balance criticism with compliments. Do this two ways: Thank employees personally for their efforts, and hold up their behavior as an example to the organization.
Whether your meeting is one on one or in a group, plan what you are going to say and how you will say it. It's important to tailor the delivery to its audience, says Tweedy.
Body language, for example, can undermine a spoken message. Slouch while disciplining a staff member, for instance, and your demeanor might be read as uncertainty -- or as a lack of interest in the problem you are trying to fix.
Even where you hold the meeting can be suggestive: Calling an underling into your office, for example, emphasizes your hierarchical advantage and could affect the dynamics of your conversation; visiting an employee in his office, on the other hand, emphasizes collegiality and could result in more open discussion.
When a message needs reinforcement, follow up afterward with a memo or note that recapitulates the conversation.
Listening to Your Employees Successful communication is a two-way street. If management is doing all the talking, employees tend to tune out. What's more, the people doing the real work of the company often have the best suggestions for improving it and are often the first to see danger approaching.
Create formal feedback mechanisms. Establish a mechanism for input, such as a suggestion box or a hotline. Ensure anonymity if necessary. Otherwise, employees will see through the window dressing, which can actually make things worse. Employees will keep quiet if they perceive that the company culture and management discourage, if even subtly, risk taking, or show downright hostility to questions.
Role of Communication in Employee Relationship
According to one recent study, if employees don't think company managers and their policies are fair, all the staff feedback in the world won't create a good employer-employee relationship. According to researchers from the Harvard Business Review, employees have difficulty weighing the immediate risks of speaking up against the uncertainty of being recognized and rewarded for the contribution.
Managers, they suggest, might "tailor their reward systems so that employees share more directly in the cost savings or revenue streams they help create by volunteering ideas.
Email the newsletter to everyone but also post a colorful copy in the lunch or break room. Put up a "By the Way" or "Hot News" message board in the room, so people get used to looking at it and reading what's on it. Schedule an in-house workshop on communication. It should explain the importance of communication and have role-play situations so all can practice communicating in different scenarios. It can be fun and still get the message across. Encourage Cooperation Stress that working together isn't a competition; it's a collective effort to reach common goals.
Everyone has a vital role in reaching those goals.
It's human nature to compare, however, and a little healthy competition can keep people motivated. Try to work cooperation into the mix. Assign two people to work together on the "Hot News" board each week. Make it their responsibility to remove old items and add new ones, including at least one motivational message.
Carve out an hour on Mondays or midweek for a fun, cooperative activity like an office scavenger hunt. Pair people randomly to hunt together. One hour, or even just 30 minutes, is enough to inject some lighthearted cooperation into the workplace. Prizes for the winners could be gift cards or hats, shirts or mugs printed with the company logo.
Ask for Feedback As a manager, don't be afraid to ask employees for feedback of all kinds. At first, you'll need to request it and assure your employees you want their input. You could do this in a collaborative session or begin with an anonymous suggestion form, or both. Distribute suggestion forms to everyone by email to use when they have feedback to give.