Learning Change - Practicing People &
Hr Professional
Abhay Bajpai

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
hi 2 all what can be the main ingredients for developing the healthy employee relations in the organization abhay
Hi Abhaya,
Employee Relations involves building employee and supervisor/manager relationships.
Some ingredients that are involved in employee relations are :
1. communication
9.conflict resolution counseling development
12.leadership and many other intangibles.
Employee appreciation initiatives are also a part of the employee relations program.

Dear Prativa
The information shared by you is really valuable. Can you let me know, more about Employee Relations, How to handle that. What all the activities HR can take care of in employee relations and how.
Or if you can share me about some job responsibilities in relation to Employee Relations from HR point of view.
How Employee Relation is different from Employee Engagement
With Regards
Sujeet S Rajawat

Hi Abhaya,
Just to add two more very important components required for EE Relations to the list given by Prativa:
1) Transparency
2) Belongingness. In today's scenario of high employee turnover and attrition, the major aspect that most of hr professionals miss to address or work towards is creating a atmosphere where employees should feel part of the company and wanted by the organization.
This can be developed only when HR equips managers and seniors officials with good amount of information about HR policies & procedures. And encourage them to have regular informal interaction with their team members.

Hi Sujeet,

As an HR person, I feel that it is very important to value people as humans first than anything else. Here I mean, when any employee comes to you, just give all you ears to listen what the person has to say, without framing any impression or judgement about the employee, based on any information you already have about them. But surely, do not get emotionally involved with employees. Try to empathetic and very diplomatic. And be open so that employee can confide in you.

EE relation is not everybody's cup of tea. Most important trait required is being Diplomatic, tactful and trust worthy (both ways - for the managment as well as for the employee).

Employee Relation is a Reactive Function (or Act), where as

Employee Engagement is Proactive Function (or Act).

We require to indulge in EE relation, when there is an issue, or any employee has a concern regarding HR polices, team issues, etc. In this case, you sort out the issue and suggest a way out of it and give recommendation to your manager or come up with more EE friendly policies.

But when you involve employees for certain kind of decisions and invite them to participate for certain important activities; that is Employee Engagement.

Engaged employees care about the future of the company and are willing to invest the discretionary effort. Engaged employees feel a strong emotional bonding with the organization.

Engaging employees in various activities is definitely kind of EE relation, but not as a remedial measure, but as an initiative from HR for creating a friendly and positive work culture in the organization.

I hope I was able to give you at least little insight about EE relation and how to handle the same.



This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Co™