Even with the best of intentions some organizations do fail in handling employee relations. The work relationship that constitute human resource management is often one sided. It is no surprise therefore that the majority of employees fail to keep up with expectations. There isn’t one management standard; different managers in the organization apply his or her own set of rules that cause negativity in the workplace. If any, positive feedback or psychological pat-on-the-back is hardly existent — the one thing employees work hard for to be recognized and appreciated.
Meanwhile, a lot of organizations think that the reason their employees are unhappy was because latter weren’t involved enough or that their inputs weren’t considered. So these organizations dump in more work for the employees to do and just let them go with the motion. Needless to say this is a sure recipe for making the employee feel more demoralized than esteemed.
What do organizations get from better handling of employee relations?
There is strength in numbers, as the saying goes. Make one mistake in handling human relations and the effect easily multiplies among employees. The reverse is true, that when management handles human relations in a way that empowers its people, then the positive vibe also resonates among the employees and likewise encourages organizational loyalty.
By improving human relations organizations are able to:
In order to avoid making mistakes in handling employee relations, management should refrain from doing the following:
There is so much more to better employee relations than just setting hard and fast organizational rules. While rules maintain order in the organization, employees feel more appreciated when they are given real human treatment and not just see them as mechanical thinkers.
Read also: Why Managing Employee Relations is Important
Article Contributed by HR in Asia‘s Team.