Hi Everyone,
I am currently pursuing M.Sc. in Psychology with a focus on Human Resource Development and Management. As part of my assignment, I had to speak with the HR Manager of Employee Relations and Welfare to understand the challenges faced by them. During our discussion, I learned that the major challenges they encounter include trust issues, behavioral issues, and maintaining a balanced relationship between the manager and employees.
What strategies would you employ in your organization to address such challenges? Your opinions are welcomed and appreciated.
From India, Bengaluru
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I am currently pursuing M.Sc. in Psychology with a focus on Human Resource Development and Management. As part of my assignment, I had to speak with the HR Manager of Employee Relations and Welfare to understand the challenges faced by them. During our discussion, I learned that the major challenges they encounter include trust issues, behavioral issues, and maintaining a balanced relationship between the manager and employees.
What strategies would you employ in your organization to address such challenges? Your opinions are welcomed and appreciated.
From India, Bengaluru
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Hi,
As an HR professional of a company, there are several challenges that have to be faced on a daily basis. Hence, it becomes utmost important to ease out relations between employees. It is important to give importance to individuals to maintain parity. For example, each employee of a particular team under a manager could be given a role in leading a project. This empowers them to express their opinions when leading, while also being respectful when someone else is leading, thereby creating harmony.
Regarding trust issues, employees must be consistently reminded of the importance of teamwork and effective communication of facts and values. Focusing on shared goals rather than individual ones is highly imperative.
From India, Kolkata
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1As an HR professional of a company, there are several challenges that have to be faced on a daily basis. Hence, it becomes utmost important to ease out relations between employees. It is important to give importance to individuals to maintain parity. For example, each employee of a particular team under a manager could be given a role in leading a project. This empowers them to express their opinions when leading, while also being respectful when someone else is leading, thereby creating harmony.
Regarding trust issues, employees must be consistently reminded of the importance of teamwork and effective communication of facts and values. Focusing on shared goals rather than individual ones is highly imperative.
From India, Kolkata
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1. One of the major challenges, if not the biggest challenge, of any Human Resource Manager is to understand the mindset of each member in their organization. In a nutshell, by understanding what goes on in their minds and how they perceive and relate to each member of their team, an HR Manager will be able to provide a sound and friendly environment for people to work and to progress in their careers.
2. The most widely used strategy to tackle Trust Issues, Behavioral Issues, and to maintain a balanced relationship between Manager and employees is to occasionally convert the professional environment around them into a social environment. In doing so, the manager not only gets closer to their employees but also aids in getting employees closer to each other and building trust among them.
3. In terms of behavioral issues, most companies, at one point or another, witness fallouts between employees and managers, between managers themselves, and most commonly between employees. On such occasions, it is important that instead of 'confronting', as most people do, managers get themselves in between those in conflict and mediate to solve differences. A very common and grave mistake made in these circumstances is the reduction of compensation as a consequence. This only further elevates the issue, which may even boil down to resignations, transfers, and the like.
4. Recognition plays a big role in any company. Even in the 'not-so-big' companies, recognition allows employees to hold their heads high while motivating them to keep up their good work and set higher standards and benchmarks for others to follow. However, this is only half the job done. Managers must make sure that those who underperform or do not perform up to expectations are adequately motivated to ensure that they try their best. There are different methods to do the same, the most effective one being that of face-to-face conversation.
5. A manager must not, on any day, make their employees feel devoid of credit. Work that is completed, whether small or big, must be shown appreciation, and doing so in front of other employees is also a very common method. Credit must, in all senses, go where credit is due, and the onus is on the Manager to make sure that this is carried forward without fail.
From India, Bengaluru
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2. The most widely used strategy to tackle Trust Issues, Behavioral Issues, and to maintain a balanced relationship between Manager and employees is to occasionally convert the professional environment around them into a social environment. In doing so, the manager not only gets closer to their employees but also aids in getting employees closer to each other and building trust among them.
3. In terms of behavioral issues, most companies, at one point or another, witness fallouts between employees and managers, between managers themselves, and most commonly between employees. On such occasions, it is important that instead of 'confronting', as most people do, managers get themselves in between those in conflict and mediate to solve differences. A very common and grave mistake made in these circumstances is the reduction of compensation as a consequence. This only further elevates the issue, which may even boil down to resignations, transfers, and the like.
4. Recognition plays a big role in any company. Even in the 'not-so-big' companies, recognition allows employees to hold their heads high while motivating them to keep up their good work and set higher standards and benchmarks for others to follow. However, this is only half the job done. Managers must make sure that those who underperform or do not perform up to expectations are adequately motivated to ensure that they try their best. There are different methods to do the same, the most effective one being that of face-to-face conversation.
5. A manager must not, on any day, make their employees feel devoid of credit. Work that is completed, whether small or big, must be shown appreciation, and doing so in front of other employees is also a very common method. Credit must, in all senses, go where credit is due, and the onus is on the Manager to make sure that this is carried forward without fail.
From India, Bengaluru
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