How can Employee Relations Improve Employer Branding

April 14, 201412:55 pm1297 views
How can Employee Relations Improve Employer Branding
How can Employee Relations Improve Employer Branding

Some organizations overlook its employees as deserving of good working experience, in that when receive it they become more than just employees – they become loyal ambassadors of the company.

One of the objectives of HR management is to make sure employees remain happy where they are, challenged to pursue professional goals and are able to continually contribute to the success of the organization. Managers therefore, being at the forefront of managing employees, must then create a working relationship that impacts the latter.

Set the working foundation

Too often you will hear about employees complain about their managers, sometimes bad enough that they are willing to leave a secured job in lieu of strife and stress caused by the relationship. Managers on the other hand often fail to recognize that 60% of employees account their job satisfaction to be based on a working relationship with them. Managers, often being the first line representative of the company, can greatly affect employer brand either in a positive way or negative way.

Negative to positive

It may seem like a “chicken or egg” thing when it comes to determining the root cause of negative working relationship, but in essence HR management has it that managers are the welcome party of the company. They may not always have the kind of workforce they dream of but they are required to be open to a variety of employee personalities and find a common ground where strengths are complemented and weaknesses supported. Thus, results to improved working relationships and raised loyalty to employer brand.

How should HR management help and encourage better manager-employee working relationship to improve employer brand?

#1- Regular meetings

Managers must take the time to set regular one-on-one meeting with each team member. This meeting, apart from a simple follow through on work, can also be an opportunity to get to know the employee more – what motivates him to work hard and what he or she is looking for to improve his or her career. The information then can set the foundation of better working relationship by making sure managers help their team member achieve personal and professional goals.

#2- Present the real picture

All employees set expectations, even during the recruitment stage; in fact, they often base their choice of work and company to work for on their set expectations – which, of course, should not always be the case. Managers therefore should leave no room for “unwelcome” surprises by painting the real picture of the current working environment even during the recruitment or hiring stage.

#3- Be fair and square

The spirit of competition is second nature to any workplace; in fact it is strongly encouraged among employees. However, sometimes the same thing that drives employees to rise above to achieve professional goal is the same thing that causes strife with others. Managers should set the record straight on what healthy competition at work means, what is acceptable and what cannot be compromised. In the same way, managers must help employees understand that rising above in the spirit of competition still need to keep fairness in mind.

Read also: Best Practices of Employer Branding

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