The Changing Industrial World
There are drastic changes in the industrial world. This is the era of digital technology, and technology is changing very fast. The education level of employees, awareness level, and their needs have increased. It occurred to me that the employees' issues facing the industry aren't unique. Employees want to be treated with dignity and respect, and they want to know that their issues are heard and swiftly resolved. What has changed is that employees no longer believe they need to advocate for themselves.
The Influence of Social Media and Crowdsourcing
There are two significant changes that I think led to this change. First, employees have witnessed the power of social media. They've also observed how social media can powerfully influence stakeholders' attitudes towards your organization. The second factor that didn't exist just a few years ago is crowdsourcing. Opinions are crowdsourced. So is pay information (Pay Scale) and attitudes towards employers. This leads to an interesting dynamic in the workforce. If individuals can't get their information redressed by a manager, they'll seek to get it by collective action or through their legal body. This is especially true with younger workers who believe that there's power in the collective that they can tap into. This is true. But while they may think of it as crowdsourcing a complaint, they're probably involved in behavior that, under the Industrial Dispute Act, falls under concerted protected activity.
Understanding the Industrial Dispute Act
You probably already know that the Industrial Dispute Act covers your employees' concerted protected activity even if they are not represented by a union. But your employees are probably unaware of this and may not understand the ramifications of concerted protected activity, unionization, or collective bargaining.
Leadership Behaviors to Foster Healthy Employee Relations
1. Right Man on the Right Job: Selection of a competent employee and building effective relations from day one is the key activity. During the recruitment process, give equal importance to the value system of the employees and match it with the value system of the organization, as currently, employers are giving importance to the skill set of the employees. You must try to understand your employees completely, including family details, interests, passions, professional and personal goals, and other aspirations.
2. Focused Credible Communication: In order to build trust with the employee, there must be consistent and focused communication based on accuracy and integrity in data, facts, and information.
3. Visible Leadership: An engaging, accessible, and approachable leader is one of your most valuable assets. A leader must meet with the employees in all formal and informal meetings like the canteen, club, social functions, and official meetings with full enthusiasm.
4. Credible and Consistent Leadership: Consistent decisions help employees predict what the leader will decide to do if a situation is appealed to them. This foreknowledge will build trust. Your leaders should be vulnerable enough for people to know them on a human level and not just a corporate suit.
5. Employee Advocacy is Not an HR Function: Every organization has made its share of mistakes. Great organizations recognize the unintended consequences that occur and rapidly change them to make sure employees aren't negatively impacted. But let's take this to a higher level. True employee advocacy means proactively taking care of your people. This could be as simple as raincoat supplies before the rains start for employee use, or even just texting your employees after the rainy season passes to make sure they're happy.
6. Equitable and Fair Changes: If you make any change, be sure that you can communicate a compelling business reason for it. Otherwise, managers will become transparent and blame "corporate." When this happens, "corporate" becomes a faceless, nameless entity, and the only associate your employee has with it is their employee ID number. Passion and commitment go by the wayside.
7. Recognition of the Job: Recognition doesn't have to be wrapped around a complicated program. A simple thank you is often enough, especially when it's said sincerely and often. When someone first starts a job, their first thought is, "How am I doing?" Make sure your managers continue to give them feedback throughout their employment, and not just when it's time for performance reviews or when performance deteriorates to the point that documentation is required. Feedback should never be a surprise. If an employee does well, recognize them publicly. If they need coaching, do it privately.
8. Timely Payments: All payments must be made on time or one day in advance.
9. Employee Involvement: Always involve your employees in every process of change and give due importance to their suggestions.
10. Show Them a Growth Path: Always help employees find their growth path and provide support to grow faster through skill development, higher studies, and on-the-job learning.
Conclusion
There's an old saying among lawyers: "you get the union you deserve." Put these fundamentals into practice, and you'll do more than avoid union organization. You'll see a reduction in turnover, an influx of candidate referrals from employees, greater customer satisfaction, and potentially a bigger profit margin. It means you can minimize your problems and increase your profitability and employer branding.
From India, Delhi
Acknowledge(0)
Amend(0)
30There are drastic changes in the industrial world. This is the era of digital technology, and technology is changing very fast. The education level of employees, awareness level, and their needs have increased. It occurred to me that the employees' issues facing the industry aren't unique. Employees want to be treated with dignity and respect, and they want to know that their issues are heard and swiftly resolved. What has changed is that employees no longer believe they need to advocate for themselves.
The Influence of Social Media and Crowdsourcing
There are two significant changes that I think led to this change. First, employees have witnessed the power of social media. They've also observed how social media can powerfully influence stakeholders' attitudes towards your organization. The second factor that didn't exist just a few years ago is crowdsourcing. Opinions are crowdsourced. So is pay information (Pay Scale) and attitudes towards employers. This leads to an interesting dynamic in the workforce. If individuals can't get their information redressed by a manager, they'll seek to get it by collective action or through their legal body. This is especially true with younger workers who believe that there's power in the collective that they can tap into. This is true. But while they may think of it as crowdsourcing a complaint, they're probably involved in behavior that, under the Industrial Dispute Act, falls under concerted protected activity.
Understanding the Industrial Dispute Act
You probably already know that the Industrial Dispute Act covers your employees' concerted protected activity even if they are not represented by a union. But your employees are probably unaware of this and may not understand the ramifications of concerted protected activity, unionization, or collective bargaining.
Leadership Behaviors to Foster Healthy Employee Relations
1. Right Man on the Right Job: Selection of a competent employee and building effective relations from day one is the key activity. During the recruitment process, give equal importance to the value system of the employees and match it with the value system of the organization, as currently, employers are giving importance to the skill set of the employees. You must try to understand your employees completely, including family details, interests, passions, professional and personal goals, and other aspirations.
2. Focused Credible Communication: In order to build trust with the employee, there must be consistent and focused communication based on accuracy and integrity in data, facts, and information.
3. Visible Leadership: An engaging, accessible, and approachable leader is one of your most valuable assets. A leader must meet with the employees in all formal and informal meetings like the canteen, club, social functions, and official meetings with full enthusiasm.
4. Credible and Consistent Leadership: Consistent decisions help employees predict what the leader will decide to do if a situation is appealed to them. This foreknowledge will build trust. Your leaders should be vulnerable enough for people to know them on a human level and not just a corporate suit.
5. Employee Advocacy is Not an HR Function: Every organization has made its share of mistakes. Great organizations recognize the unintended consequences that occur and rapidly change them to make sure employees aren't negatively impacted. But let's take this to a higher level. True employee advocacy means proactively taking care of your people. This could be as simple as raincoat supplies before the rains start for employee use, or even just texting your employees after the rainy season passes to make sure they're happy.
6. Equitable and Fair Changes: If you make any change, be sure that you can communicate a compelling business reason for it. Otherwise, managers will become transparent and blame "corporate." When this happens, "corporate" becomes a faceless, nameless entity, and the only associate your employee has with it is their employee ID number. Passion and commitment go by the wayside.
7. Recognition of the Job: Recognition doesn't have to be wrapped around a complicated program. A simple thank you is often enough, especially when it's said sincerely and often. When someone first starts a job, their first thought is, "How am I doing?" Make sure your managers continue to give them feedback throughout their employment, and not just when it's time for performance reviews or when performance deteriorates to the point that documentation is required. Feedback should never be a surprise. If an employee does well, recognize them publicly. If they need coaching, do it privately.
8. Timely Payments: All payments must be made on time or one day in advance.
9. Employee Involvement: Always involve your employees in every process of change and give due importance to their suggestions.
10. Show Them a Growth Path: Always help employees find their growth path and provide support to grow faster through skill development, higher studies, and on-the-job learning.
Conclusion
There's an old saying among lawyers: "you get the union you deserve." Put these fundamentals into practice, and you'll do more than avoid union organization. You'll see a reduction in turnover, an influx of candidate referrals from employees, greater customer satisfaction, and potentially a bigger profit margin. It means you can minimize your problems and increase your profitability and employer branding.
From India, Delhi
Acknowledge(0)Amend(0)
As an HR professional, fostering healthy employee relations in an organization is crucial in today's dynamic industrial landscape. To address the evolving needs and expectations of employees, consider implementing the following practical tips:
1. Right Person for the Right Job: Focus on selecting competent employees whose values align with the organization's culture. Understand your employees holistically, including their personal and professional aspirations.
2. Effective Communication: Establish consistent and transparent communication based on accuracy and integrity to build trust with employees.
3. Visible Leadership: Engage with employees in various settings, both formal and informal, to demonstrate accessibility and approachability as a leader.
4. Consistent Leadership: Make decisions consistently to help employees predict outcomes and build trust. Show vulnerability to connect with employees on a personal level.
5. Employee Advocacy: Proactively address employee needs and concerns to demonstrate genuine care and support. Simple gestures like providing necessary supplies or checking in on employee well-being can make a significant impact.
6. Equitable Changes: Ensure that any organizational changes are communicated effectively with a clear business rationale to avoid mistrust among employees.
7. Recognition and Feedback: Regularly recognize employees' efforts and provide feedback to foster a culture of appreciation and continuous improvement.
8. Timely Payments: Prioritize timely and accurate payments to employees to uphold financial commitments and trust.
9. Employee Involvement: Involve employees in decision-making processes and value their input to enhance engagement and commitment.
10. Career Growth Opportunities: Support employees in identifying and pursuing growth paths through skill development, further education, and on-the-job learning opportunities.
By implementing these strategies, organizations can not only enhance employee relations but also drive positive outcomes such as reduced turnover, improved customer satisfaction, and increased profitability. Remember, investing in healthy employee relations is an investment in the overall success and reputation of the organization.
From India, Gurugram
Acknowledge(0)Amend(0)
1. Right Person for the Right Job: Focus on selecting competent employees whose values align with the organization's culture. Understand your employees holistically, including their personal and professional aspirations.
2. Effective Communication: Establish consistent and transparent communication based on accuracy and integrity to build trust with employees.
3. Visible Leadership: Engage with employees in various settings, both formal and informal, to demonstrate accessibility and approachability as a leader.
4. Consistent Leadership: Make decisions consistently to help employees predict outcomes and build trust. Show vulnerability to connect with employees on a personal level.
5. Employee Advocacy: Proactively address employee needs and concerns to demonstrate genuine care and support. Simple gestures like providing necessary supplies or checking in on employee well-being can make a significant impact.
6. Equitable Changes: Ensure that any organizational changes are communicated effectively with a clear business rationale to avoid mistrust among employees.
7. Recognition and Feedback: Regularly recognize employees' efforts and provide feedback to foster a culture of appreciation and continuous improvement.
8. Timely Payments: Prioritize timely and accurate payments to employees to uphold financial commitments and trust.
9. Employee Involvement: Involve employees in decision-making processes and value their input to enhance engagement and commitment.
10. Career Growth Opportunities: Support employees in identifying and pursuing growth paths through skill development, further education, and on-the-job learning opportunities.
By implementing these strategies, organizations can not only enhance employee relations but also drive positive outcomes such as reduced turnover, improved customer satisfaction, and increased profitability. Remember, investing in healthy employee relations is an investment in the overall success and reputation of the organization.
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Crafting an Expressively Healthy Workplace.doc
Improving Employee Performance Through Workplace Coaching.pdf