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A structured and transparent communication process, for instance, can facilitate open and honest employee feedback that help address gaps in workplace policies or the work environment, Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) shares.
Progressive employers recognise that cultivating good employee relations requires the deeper work of nurturing a workplace environment where employees feel genuinely engaged and where their voices are heard.
Prioritising employee relations can provide a host of benefits for employers. According to a Gallup study, highly engaged workforces have significantly lower absenteeism, increased productivity and deliver greater profitability compared to less-engaged teams.
Three key elements are required for positive employee relations: implementing a structured grievance handling process, encouraging an inclusive culture of diverse views, and effectively listening to employees.
1. Implementing a structured grievance handling process
Navigating complaints and dissatisfaction from your employees are a necessary part of managing a workforce. A workplace grievance may occur when an employee feels unfairly treated. While these occurrences may be challenging to address, it is how an employer responds that leaves a lasting impact. Addressing and resolving the issues raised presents valuable opportunities to build trust with your employees.
Rather than dealing with individual complaints as they occur in an ad hoc manner, employers should establish a proper grievance management process which facilitates fair, transparent and efficient resolutions and provides a safe communication channel that assures employees they will not face negative repercussions for voicing their concerns.
Employers should remember that the goal is to assure your employees that their concerns are acknowledged and taken seriously. Regardless of the validity of the grievance, employers should demonstrate prompt and thorough follow-up in grievance handling.
Effective grievance handling procedures foster greater employee confidence in your organisation’s management. A structured and transparent communication process also enables employers to obtain open and honest employee feedback which can be used to identify and address gaps in workplace policies or the work environment.
2. Encouraging an inclusive culture of diverse views
Diversity in the workplace is another key element in an organisation’s success.
When the workforce consists of employees with different backgrounds, cultures and experiences, the overall level of creativity, innovation and problem-solving is enhanced.
Instead of relying on a single, homogenous perspective, the organisation can draw from a rich pool of ideas and experiences to tackle challenges more effectively.
Building an inclusive workplace requires effort. Employers should consider tapping into diverse talent pools to ensure a well-rounded workforce. One such group is senior workers, who bring unique and valuable experiences that contribute to company growth. Organisations should consider implementing policies and programmes that promote re-employment and offer flexible work arrangements, to encourage integration of senior workers into the workforce.
Employers can also leverage senior workers’ expertise and industry knowledge by creating mentorship and teaching opportunities where they can provide consultative advice and serve as subject matter experts. This strengthens the overall capability of the workforce, supports meaningful employment and encourages longer tenures within the organisation.
3. Effectively listening to employees
Listening to your employees and being open to their feedback can be an asset for your organisation. When employees know that their views are valued and acted upon, they are likely to feel more invested in the organisation, and more motivated at work. This may result in employees taking greater initiative to share with their employer more efficient ways of working or highlight gaps that they have observed.
However, the challenge for many organisations is finding the time to gather employee feedback on a regular basis. Pulse checks are a quick and effective way to gather employee views on specific developments in your organisation, such as newly implemented measures. These can be complementary to extensive annual employee engagement surveys, enabling employers to quickly identify general employee sentiments and address issues and problems in a timely manner.
An excellent resource is the Fair and Progressive Employment Index, which has a free employee survey module that companies can use to gather employee feedback and identify gaps in their practices.
Reviewing the results and taking follow up actions are key steps in building trust between employers and employees. Strong employer-employee relations are built on progressive values and open communication. By investing time and effort in cultivating a supportive work environment, your organisation can benefit from a more engaged, satisfied and productive workforce.
The Fair and Progressive Employment Index is a free, online self-assessment tool that allows employers to evaluate their organisational workplace culture and benchmark their practices against industry peers. The FPEI offers insights and recommendations on how employers can leverage their workforce for better business and employee results.
TAFEP provides information and resources to help employers and HR professionals keep abreast of HR best practices. Visit tafep.sg to learn more about Grievance Handling, Age Management, and find out how to adopt the Tripartite Standard on Grievance Handling and Tripartite Standard on Age-Friendly Workplace Practices.
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