EMPLOYEE RELATIONS

Employee relations is the process of managing the relationship between employees and the organisation as well as the relationship among employees. in order for employees to be productive and perform at their best, the need to have a safe and conducive environment. A key aspect of this conducive work environment is the relationship the employees have with each other. When employees have a good working relationship, they are more productive as this promotes communication, collaboration and cooperation among them. In today’s article we’ll look at why employee relations are important in the workplace.

  • HAPPY EMPLOYEES MAKE A HAPPY ORGANISATION

The happier your employees are, the more productive they will be. It has been proven that the most successful companies know how to manage their employee relationships in order to maximise on their satisfaction and ensure employee retention. When employees are happy in their workplace, they work harder to ensure the company as a whole succeeds. There are a number of ways an organisation can ensure that their employees are happy. Employers can show their appreciation work well done and rewording exceptional performance. The company can also organise team building trips to build and improve the relationships among employees.

  • DISCOURAGE CONFLICT

In most cases, conflict is something we all try to avoid especially so in the workplace. It is important to note however that sometimes disagreements may arise due to the presence of diverse individual opinions and work strategies. Sometimes, this conflict may be productive as it may lead to new ideas effective problem solving skills and also provides an opportunity to explore and expand their creativity. Employees who relate well with each other are able to explore their opposing ideas in a civil manner which in turn fosters innovation.

  • EMPLOYEE EMPOWERMENT

The positive relations among employees provides a great social circle and also opens up avenues for the company’s success. When employees are able to openly connect with each other and network, they are able to grow separately from the company and this may then provide them with the tools they need to venture into new individual projects. When employees know that they can count on the support of their colleagues, they are more likely to work towards the success of the company because it ensures that everyone will succeed. companies can also empower their employees by allowing them to take part in certain decisions that affect them and providing learning opportunities that will enable them to achieve their career goals.

  • REDUCES THE WORKLOAD

Research has shown that one of the leading causes of burnout is work overload and many employees experience this at least once over the course of their careers. A company with positive employee relations is able to identify the top performers and split different workloads among them. When everyone is on the same page, and working together to achieve a common goal, tasks become manageable and less daunting.

  • REDUCED EMPLOYEE TURNOVER

Employee turnover refers to the gradual loss of talented employees in a company. High employee turnover rates can negatively impact an organisation as it puts a strain on the company’s resources and remaining employees as the increased workload fall on them. When employees feel valued, they will utilise their skills to ensure the success of the company. a company with good employee relations will have attractive benefits and wages that encourage employees to stay on. Employees who are satisfied with their work environment are less likely to quit.

https://www.managementstudyguide.com/importance-of-employee-relations.htm
https://www.linkedin.com/pulse/why-employee-relations-important-organization-sampurna-majumder
DISMANTLING THE GLASS CEILING

The concept of the ‘Glass Ceiling’ refers to the socially constructed barrier that aims at preventing women and people from minority groups from advancing in their professional lives. The term was first coined in the 1980s when women pushed for equal pay and opportunity in the work place in a bid to fight gender based discrimination. Although we have come a relatively long way in the pursuit of gender equality, in the workplace there’s still need for improvement. The glass ceiling has various negative effects such as gender role stereotyping where women are not considered for leadership positions due to overly traditional ideas on strength and ability. Further, the glass ceiling often leads to sexual harassment, gender bias and serious psychological conditions for its victims . In this article we’ll look at some of the ways you can begin dismantling the glass ceiling in your workplace.

  1. RECRUITING & HIRING BASED ON MERIT

Those in charge of hiring as well as key decision makers must make an effort to ensure that they hire employees based on their talent and merit rather than their own personal bias. This means that they must level the playing field and broaden their viewpoints in order to make accurate hiring decisions. In this way, the company also excels as the best employees are using their skills to ensure success.

  1. ZERO-TOLERANCE POLICIES

Ensure that all employees are treated equally and that all rules and regulations are applied equally. The Constitution of Kenya prohibits discrimination either directly or indirectly against any person on the basis of race, sex, pregnancy, marital status, health status, ethnic or social origin, colour, age, disability, religion, conscience, belief, culture, dress, language or birth. There should be no room for bigotry and discrimination in the workplace as this would be in direct contravention of the Constitution which is an offence.

  1. DISCUSS GENDER ISSUES IN THE WORKPLACE

Working in a diverse workplace also means that there are members from different generations working together. Generational gaps sometimes prove difficult when navigating sensitive issues like gender discrimination. Provide room for your employees to discuss topics such as consent, sexual discrimination and harassment as well as other gender related topics. Creating awareness about these issues is the best way to involve everyone in the discussion and to find workable solutions for your company. This can also help reduce gender based discrimination and to promote collaboration and equity among employees.

  1. TAKE REPORTS SERIOUSLY.

Many times victims of gender based violence and discrimination in the workplace rarely come forward and when they do, they face increased harassment and in some instances lose their jobs. Employers and HR managers must investigate every report received with critical consideration and awareness on how these issues typically manifest and escalate. It is important to handle these issues tactfully and with the utmost professionalism in order to ensure that victims feel safe to come forward. Hold those responsible accountable and weed out predators and disruptive employees from the company.

  1. KNOW WHEN TO LEAVE

As an employee, sometimes you can only do so much. Should you find yourself in a situation where your voice is not being heard and the company refuses to take action; take the reins and find career opportunities elsewhere. Find job opportunities that align with your values and career goals and move on. Seek help and support from like-minded individuals and network in order to support each other’s professional goals.

IMPROVING YOUR EMPLOYER BRANDING

The term ‘employer brand’ refers to an organization’s reputation as an employer, how it presents itself to potential employees and employees as well. Employer brand differs from the general corporate brand reputation that is often targeted towards customers. Employer branding deals with the attraction, retention and engagement strategies that enhance a company’s appeal to employees. Simply put, employer brand management addresses the reality of the employment experience. This enables companies to find the best talent in order to achieve their goals and effectively engage these employees to maximise their retention. In this article we’ll look at some employer branding strategies that you can use to boost your company’s reputation.

  1. DEFINE COMPANY GOALS & OBJECTIVES

Organizational goals inform employees the direction in which the organisation is headed and how it will get there. Employees can then assess whether these goals align with their career development and if they would want to work for your company. Employees are more enthusiastic when they know exactly what is required of them and the rewards available for meeting and/ exceeding the company’s expectations. This also makes it easier for employees to contribute to company growth and for managers to do their jobs effectively in order to improve productivity. Objectives are also key in establishing standards of employee evaluation as they act as yard sticks to identify the success and failures of the organisation and its employees.

  1. HIGHLIGHT YOUR EVP

Whether you’re hiring one employee or 100, you have to be able to answer the question, “why should I work for you?” An Employee Value Proposition (EVP) is essentially the “why” around your organisation. It is what attracts and attracts your top talent and what you as an organisation promise to your employees. Your EVP outlines how your company sets itself apart from competitors. Many top ranking companies take time to come up with the best EVPs because this is the foundation of a company’s employer branding and attracts the best talent.

  1. BUILD YOUR MARKETING GAME

Jeff Bezos, founder and executive manager of Amazon once said that “A brand for a company is like a reputation for a person.” And this sentiment is entirely true because a business is only as good as its reputation. It is therefore important to get the word out about your company as this helps to build and maintain your company’s reputation. Marketing will provide insight about your company that will attract potential employees. Invest in a good marketing team that will enable you to reach your target audience and inform potential employees on the benefits of working for your company.

  1. DEVELOP A RECRUITMENT PLAN

Your employees can either make or break your company and this is why it is important to hire the best. Knowing your company needs, will enable you to conduct proper interviews and find the right people for the job. Begin by defining the role these employees will play in your company and what your expectations are as well as the ideal person for this role. A good recruitment plan will result in a successful hiring process.

  1. WORK ON YOUR EMPLOYEE RETENTION

Companies that are known for having high employee retention often attract the best talent. Having a high retention rate means that a company is able to keep its employees long-term. This results in less time and resources spent on recruiting and training new employees. Employees that have had a long working relationship with their company are more loyal and committed. Retaining valuable employees is important because vital company knowledge that would otherwise be lost to competitors is maintained. Find ways to keep valuable employees happy through company rewards and benefits and recognition and appreciation for work well done.

https://builtin.com/employer-branding/employer-branding-strategy

https://blog.smarp.com/employer-branding-9-steps-to-build-successful-strategy

https://beamery.com/resources/blogs/employer-branding-definition-process-strategy-and-resources

Diversity in the workplace
DIVERSITY IN THE WORKPLACE

Diversity in the workplace is all about creating a workplace environment that is inclusive of everyone’s individual differences in order to enable them to achieve their greatest potential. Studies have shown that businesses with more diverse workplaces are known to perform better both culturally and financially. A diverse workplace provides employees with various learning opportunities as they interact with each other. In addition, having a diverse workplace fosters a positive working environment for your employees where they can grow as individuals. In this article we’ll look at some of the benefits of having a diverse workplace.

BROADEN YOUR TALENT POOL

When your business is diverse, you have vast talent resources at your disposal. This is because your employees will have a multitude of skills and experiences from their various backgrounds. This will in turn enable them to collaborate and learn from each other making earning your organisation a team of well-rounded employees.

PROMOTE INNOVATION

Diverse teams become are better prepared for decision-making and accomplishing the task at hand. A sense of complacency and sameness in thinking is more likely in homogeneous teams than in diverse teams. Differences among team members force each person to anticipate that there will be alternative and unexpected viewpoints to consider and evaluate. Reaching consensus takes effort. People will work harder to communicate their own thinking, and as a result broaden their own views to consider unexpected perspectives of others. This takes more work and preparation, but it’s more significantly valuable for businesses. s

GROW YOUR BUSINESS

In most cases, businesses with a diverse employee workforce are known to also have an equally diverse customer base. This is primarily due to the fact that customers are attracted to business that demonstrate solutions for their needs. Ergo, by understanding the diverse needs of their customer base, these businesses are able to flourish. Diverse employees can also help grow your business by synthesising communication specific to their various socio-economic groups.

IMPROVE YOUR BUSINESS REPUTATION

A business is only as good as its reputation. A diverse workforce enables your employees to form positive and meaningful relationships. These positive relationships turn into positive stories that will be shared and spread which then propagates a positive relationship for your business. In addition, potential employees and customers are drawn to employers and businesses that are accepting and tolerant of individuals from different backgrounds.

EMPOWERS MARGINALISED WORKERS

In many instances, members of the workforce have found themselves marginalised and experienced some form of discrimination due to racism, ageism, ableism, sexism and sexual orientation. This discrimination, and its various combinations is both unethical and illegal [in most territories]. Having a diverse workforce allows people in these diverse marginalised groups to showcase their talents and support themselves financially in order to improve their standard of living while still earning their organisations a profit.

ENCOURAGE POSITIVE CONFLICT.

When a group of people are around each other for extended periods of time, conflicts will inevitably occur. The workplace is no different. However, employees who work in a diverse environment are able to acknowledge others’ differences and can find similarities, among them that will enable them to quickly move past the disputes and get back to work.

ENRICHES COMPANY CULTURE

A diverse workplace is generally happier and more productive. This is because it is open to people of all backgrounds, ages, cultures etc. which serves to ensure that everyone id represented and each voice is heard. A diverse workplace fosters a more accepting and adaptable company culture as people are more tolerant towards each other. This in turn creates high performing teams.

https://www.forbes.com/sites/forbesinsights/2020/01/15/diversity-confirmed-to-boost-innovation-and-financial-results/?sh=2d0039bc4a6a

failure
FAILURE

Failure is the instance of falling short of success. It is both a universal truth and an inevitable part of the human experience. No matter what time or place in history everyone has known failure.

“To err is human…”

Alexander Pope

Despite the fact that each and every person; at some point in their lives has and will experience failure, we’re all afraid to fail. We must then ask ourselves why this is so.

In my exploration, I’ve found that people are afraid to fail because of the understanding that time is a very important and limited resource. The thought of investing loads of time, money and resources into something and then have it not work out is terrifying. Frequently, this bars people from actually pursuing their dreams or venturing out into new directions.

The ancient Stoics firmly believed that the pain and disappointment brought on by failure was an opportunity for self-improvement; that failure presents lessons. The philosopher Epictetus said;

Epipectus - FAILURE

It is worth noting Epictetus was a man who had all the odds stacked against him. Epictetus wasn’t even his real name. ‘Epiktētos’ is a Greek word meaning ‘acquired’. Epictetus was a slave. He wasn’t regarded important enough to be given a name. Yet despite the many obstacles in his life he chose to push through and is now revered as one of the many great philosophers.[1]

When I think of the reasons why I am afraid to fail, I think about my understanding of the concept of opportunity and cost. I think about all the things that I will miss out on because I devoted myself to a particular cause. What the cost of being involved in this undertaking will be and all the sacrifices I would have to make. I fear failure because this one life is surely not enough to accomplish everything I set out to do. I especially fear failure because each time I am unsuccessful; I have to take a long walk back to my comfort zone. Is it worth it?

I believe that failure to life is what gravity is to our bones. It is a constant stressor that forces our activity and strength in our bodies. Failure breaks down the muscles of our inner processes in order to regenerate them.

Failure is what helps us toughen our minds for the challenges that lay ahead. We may fear failure and do all we can to avoid it. However, when it occurs, we should not be ashamed or bow our heads in defeat. Failure is a gift that allows us to constantly evolve and improve. Much like gravity, failure is a hard habit to shake off.

Mshimba Michelle

Also See:

Rebranding is really an emotional shift. It is a shift in business direction, a change in customer experience and a change in the type of services you are offering. It is actually a restructuring of your actual business.



[1] https://dailystoic.com/epictetus/

5 OPINIONS ON THE FUTURE OF WORK

1.Change is Inevitable, Progress is Optional

4 Trends That Are Shaping the Future of Work

Opinions expressed by Entrepreneur contributors are their own. This article was written by Alex Sixt, an Entrepreneur NEXT powered by Assemble expert. If you are looking to take the NEXT step in your business then we encourage you to check out Entrepreneur NEXT powered by Assemble .

2. It’s Not Always Easy

Everyone experiences loss, but how do you cope with the tough moments that follow? Resilience researcher Lucy Hone shares three hard-won strategies for developing the capacity to brave adversity, overcome struggle and face whatever may come head-on with fortitude and grace.

3. The Future of Work is Already Here

The Future Of Work: 5 Important Ways Jobs Will Change In The 4th Industrial Revolution

In many ways, the future of work is already here. As companies continue to rely on AI, machine learning and autonomous systems, humans and companies will need to adapt. Here are five ways work will change in the future and some suggestions for what individuals and employers can do today to prepare.

4. The Digital Transformation

According to a New LinkedIn Report, You’ll Need 4 Virtual Selling Skills to Attract Buyers

Sales By Marcel Schwantes, Founder and Chief Human Officer, Leadership From the Core @MarcelSchwantes A new global report from LinkedIn is a window into the state of sales in 2020 from the perspective of B2B buyers and sellers.

5. “It’s not as scary as it looks”

“Doubt kills more dreams than failure ever will.”
Powered By