Hi All, Need suggestions or steps to curb negativity amongst the employees and need to create a friendly environment and boost morale. Have started speaking to employees one on one to figure out what's bothering them.
Regards
From India, Ghaziabad
Regards
From India, Ghaziabad
Hello,
Let us first identify the manifestations of "negativity" as is being observed or reported.
Unless the cause is identified the remedy may not be focussed!
Employee Relations is very significant to organizational performance.
Relationships are a matter of credibility, mutual trust and confidence between the parties.
That you have initiated one to one dialogue is good thing but unless the employees wish to confide in you, either they may not talk the truth or may restrict themselves to empty courtsies. There is also a chance that the employees may use this opportunity to raise "grievance" genuine or even perceived and it will be a tough job to separate one from the other. Yet this will at least bring in data for you to work on!
The areas of negativity, the visible forms (impertinence, non cooperation lack of committment etc.) and their receptivity to listen to any other view point that differs from their psychological blocks are a critical matter for any correction to commence.
Is your organization working on a declared "HR Policy" or an organizational "Vision, Mission and Values" Statement. If so, is it being followed in practice? Experienced "duplicity' whether in thoughts or in actions can be disastrous to employee relations and will ultimately hurt the organizational performance.
While you carry on with what you have started and build bridges of understanding (the rapport!), you must consider getting an "Organizational Climate Survey" done, learn the reality of your organizational climate, introspect and decide a new approach. Often negativity will melt when duplicity vanishes and when psychological bonds between the employees and the organization are created, maintained and constantly nurtured However, remember improving relationships is NOT a matter just being tolerent, good, generous and pamper the employees.
Be fair, inclusive, supportive, transparent, account for the bona fide of your decisions and actions, check out your programmes of Rewards and Recognitions, Grievance Resolution mechanism and generally be proactive in handling employee issues.
One can go on with this line os suggestions, but it is very essential, I repeat to identify the causes of negativity before any plan of action can be put in place.
If you need to share more facets of your situation or to raise more questions, kindly do not hesitate!
Cheer up, you have taken in hands a very important aspect of employee relations for your organization. Work at this such that you can only succeed and for that you have to carry the entire organization with you on this path. Top management's active support and guidance will have a catalytic effect and will accelerate your interventions!
Regards
samvedan
January 15, 2012-------------------
From India, Pune
315Let us first identify the manifestations of "negativity" as is being observed or reported.
Unless the cause is identified the remedy may not be focussed!
Employee Relations is very significant to organizational performance.
Relationships are a matter of credibility, mutual trust and confidence between the parties.
That you have initiated one to one dialogue is good thing but unless the employees wish to confide in you, either they may not talk the truth or may restrict themselves to empty courtsies. There is also a chance that the employees may use this opportunity to raise "grievance" genuine or even perceived and it will be a tough job to separate one from the other. Yet this will at least bring in data for you to work on!
The areas of negativity, the visible forms (impertinence, non cooperation lack of committment etc.) and their receptivity to listen to any other view point that differs from their psychological blocks are a critical matter for any correction to commence.
Is your organization working on a declared "HR Policy" or an organizational "Vision, Mission and Values" Statement. If so, is it being followed in practice? Experienced "duplicity' whether in thoughts or in actions can be disastrous to employee relations and will ultimately hurt the organizational performance.
While you carry on with what you have started and build bridges of understanding (the rapport!), you must consider getting an "Organizational Climate Survey" done, learn the reality of your organizational climate, introspect and decide a new approach. Often negativity will melt when duplicity vanishes and when psychological bonds between the employees and the organization are created, maintained and constantly nurtured However, remember improving relationships is NOT a matter just being tolerent, good, generous and pamper the employees.
Be fair, inclusive, supportive, transparent, account for the bona fide of your decisions and actions, check out your programmes of Rewards and Recognitions, Grievance Resolution mechanism and generally be proactive in handling employee issues.
One can go on with this line os suggestions, but it is very essential, I repeat to identify the causes of negativity before any plan of action can be put in place.
If you need to share more facets of your situation or to raise more questions, kindly do not hesitate!
Cheer up, you have taken in hands a very important aspect of employee relations for your organization. Work at this such that you can only succeed and for that you have to carry the entire organization with you on this path. Top management's active support and guidance will have a catalytic effect and will accelerate your interventions!
Regards
samvedan
January 15, 2012-------------------
From India, Pune
Thanks so much!!
I would like to highlight few points here:-
* This might be because of understanding or trust between the leadership and the employees.
* Because of the salary increment that they want and which in fact is not possible from the organisation point. They would need to wait for the Comp review
* Some of them expect their leaders to make a road map for them but on the contrary they have been applying the IJPs but could not make it through unfortunately.
These are the observations so far and due to all these the employees do not respect their leaders. Since I have started interacting with them and i am trying to gain their trust by being neutral so that i can absorb their thoughts freely.
And, I am planning to interact with the leaders as well to get their point as well. But, can these be curbed with some engagement activities to some extent? or giving them the comfort zone?
Regards,
Lakshmi
From India, Ghaziabad
I would like to highlight few points here:-
* This might be because of understanding or trust between the leadership and the employees.
* Because of the salary increment that they want and which in fact is not possible from the organisation point. They would need to wait for the Comp review
* Some of them expect their leaders to make a road map for them but on the contrary they have been applying the IJPs but could not make it through unfortunately.
These are the observations so far and due to all these the employees do not respect their leaders. Since I have started interacting with them and i am trying to gain their trust by being neutral so that i can absorb their thoughts freely.
And, I am planning to interact with the leaders as well to get their point as well. But, can these be curbed with some engagement activities to some extent? or giving them the comfort zone?
Regards,
Lakshmi
From India, Ghaziabad
Hello,
Good to see your response/
The side that needs to correct, adjust or modify its perspectives has to do so!
The management may have its own limitations (like not being able to depart from laid down systems etc.) but unless the employees are aware/are made aware of the proceses and procedures, their expectations will continue to think and behave in a particular way!
Essential knowledge and information always bring about a change in attitude.
Is your Management willing to change and reach out to resolve some critical problems being expressed by the employees-(not all and at the same time but primarily demonstrate its concern for employee stress? The Rules and Procedures are all fine and have to be respected butwhere human beings are concerned, some flexibility and willingness to make exceptions is a life saver!
How ever I must also tell you that the employees may share selectively, initially and results are not forthcoming may harden up attitudes again. Then it is also possible that what is being shared with you covers only a select group and not a generality of the organization. I have personally experienced that the "raw egg" is always "tested" by seasoned employees at each level. Watch out for such efforts. Through you perhaps they may be trying to reach some issues to the management. To that extent, the advice to you would be to not oversympathise, to let yout attitude be one of a learner and not that of an emancipator and finally even if they are unhappy, just make no promises beyond "ensuring all genuine problems will be objectively and professionally addressed".
Even if they are playing a "game" and only testing you out, they are smart as a class in differentiating between those trying to win popularity/acceptability and those genuinely trying to help resolve problems. The first is NEVER respected and never really trusted while the other is always respected and becomes a confidant sooner one would expect!
Choose your path carefully and continue the good work!
Regards
samvedan
January 16, 2012
-------------------
From India, Pune
Good to see your response/
The side that needs to correct, adjust or modify its perspectives has to do so!
The management may have its own limitations (like not being able to depart from laid down systems etc.) but unless the employees are aware/are made aware of the proceses and procedures, their expectations will continue to think and behave in a particular way!
Essential knowledge and information always bring about a change in attitude.
Is your Management willing to change and reach out to resolve some critical problems being expressed by the employees-(not all and at the same time but primarily demonstrate its concern for employee stress? The Rules and Procedures are all fine and have to be respected butwhere human beings are concerned, some flexibility and willingness to make exceptions is a life saver!
How ever I must also tell you that the employees may share selectively, initially and results are not forthcoming may harden up attitudes again. Then it is also possible that what is being shared with you covers only a select group and not a generality of the organization. I have personally experienced that the "raw egg" is always "tested" by seasoned employees at each level. Watch out for such efforts. Through you perhaps they may be trying to reach some issues to the management. To that extent, the advice to you would be to not oversympathise, to let yout attitude be one of a learner and not that of an emancipator and finally even if they are unhappy, just make no promises beyond "ensuring all genuine problems will be objectively and professionally addressed".
Even if they are playing a "game" and only testing you out, they are smart as a class in differentiating between those trying to win popularity/acceptability and those genuinely trying to help resolve problems. The first is NEVER respected and never really trusted while the other is always respected and becomes a confidant sooner one would expect!
Choose your path carefully and continue the good work!
Regards
samvedan
January 16, 2012
-------------------
From India, Pune
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