GUIDELINES FOR PROMOTING HEALTHY EMPLOYEE RELATIONSIn the face of competing priorities, it is essential for managers to not lose sight of the need to promote healthy employee relations. Often, this concern is viewed as an added responsibility (or burden) rather than one which can and shouldbe integrated into the entire process of performance management. It is a strategic imperative; otherwise, all other aspects of performance management will likely suffer.To promote healthy employee relations, managers need to focus on two threshold strategic issues: (1) what values should be embraced in relating to others; and (2) what can managers do to actualize such values in their management practices?VALUES. It is clear that healthy (authentic) relationships are based on fundamental values of human worth, dignity, respect, integrity and rights. Managers who embrace a Theory Y philosophy and integrate the above values in their approach to employees will likely experience better employee relations. ACTIONS. It is important to clearly define “the rules of engagement” in relating to others. Some of the most successful “rules” which incorporate the above values are:1. Treat people with respect and have a zero tolerance policy against any actions of abuse or deliberate embarrassment or demeaning comments. Openly promote such values.2. Insist openly and clearly on ethical (and legal) conduct in all business affairs. Don’t tolerate even the smallest exceptions.3. Communicate and discuss the business strategy AND performance of the organization with employees and invite their feedback. Don’t keep employees “in the dark”.4. Recognize individual and team performance contributions througha system of regular feedback. Credit effective behavior and correctineffective behavior through joint problem solving.5. Demonstrate support in facilitating such performance, insisting on the sensible and prudent management of resources, the removal of organizational obstacles to performance, and the development of training programs to build required skills for performance.6. Demonstrate continuous sensitivity to employee needs and concerns. Encourage work/life balance and create practices to support such. Conduct periodic employee opinion surveys.7. Insure procedural and distributive justice in resolving employee complaints/conflicts and in handling actions adverse to employee interests such as downsizing and layoffs. Insist on due process, progressive and timely corrective (disciplinary) action commensurate with (just) cause, thorough fact finding, and right ofappeal via a third (neutral) party.8. Provide a written set of policies (e.g., handbook) to employees regarding all of the key aspects of their employment. Conduct orientation meetings to explain policies.9. Promote a work culture with norms and values consistent with a Theory Y philosophy. Encourage active employee involvement in HR processes and culture development.10. Maintain employee privacy in performance reviews and personal affairs.The above rules of engagement are likely to promote healthy employee
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