1. Haley McGee
PR 192
Dr. Martinelli
04/27/15
Small Group PR Plan
In terms of research, our first steps will be to look up employee relations plans.
By looking over different plans, we determine what sort of visions, principles, and
elements to implement into our own employee relations plan. We would also look into
the issues pertaining to employee relations: customer complaints and sick-time. The aim
is to find out how often people are taking sick leave, whether the employees taking sick
days have sick-time and are finding people to cover their shifts or not, and which
employees have been singled out by the complaints. In obtaining this information it will
become obvious if the people taking the majority of the sick-time are the same people
who have been complained about, or if these are two separate issues. With this
information, it can then be decided how to approach the employees about the problems to
try to get a better idea of what is going on.
A research option for our employee relations campaign is to implement an Annual
Staff Survey. This survey would allow the company to monitor different employee
opinions and satisfaction. The survey would allow employees to voice their opinions and
issues that have occurred throughout the year, so that the problems can be addressed and
fixed. The information collected from the survey would also allow management to get
better in touch with their employees and find out about different issues in the workplace
that they might not have known about without the survey/employees thoughts. Which
would open up communication throughout the company so that all voices could be heard

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and problems taken care of, instead of falling under the radar and lowering employee
morale.
The reason a survey will work to help the issues with sick-time as employees is
that employees could state if they weren’t getting enough time off (so they were being
forced to use sick-leave), if they were not getting enough sick-leave with health problems
that are occurring, or whatever the reason might be for taking off more sick-leave. This
information would give management a better understanding as to what the issue is, why
there is an issue, and allow them to try to find a way to fix it. The survey could also help
to address the employee attitude issue, like if an employee is having issues, which are
causing them to be rude to customers. The employee could express it to the management
team so that management and the employee could work together to try to resolve the
issue. This objective would allow for an environment where the employee could feel as
though they are not alone but in a team environment.
With the information collected from staff and customers the first problem that
needs to be addressed is the customer experience. Locating what is making the staff rude
to customers, whether it is a problem employee or certain work conditions that are
triggering outward bursts of aggression. Using this knowledge the objective would be to
remove any negativity being brought onto the customer so the company does not lose
clientele. The aim is to cut incorrect behavior to customers down to 0% within a 6-month
period. This timeframe will allow for immediate fixes, such as the implementation of a
three-strike system, so that if a staff member is given three warnings they are let go. As
well as more long-term issues such as store complaints (i.e. layout, broken products, etc.

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that are out of the staffs ability to correct), management will look into fixing issues
brought to their attention by employees.
Another objective would be to reduce the number of illegitimate sick days. We
would do so by determining if the store is understaffed and whether staff have no one to
replace their shifts so they are forced to take sick days. If staffing is an issue then
management will look into hiring an acceptable number of new employees. We would
also look to see if there are any preexisting issues happening at the store that are causing
the staff to not want to be there. Management would also look into scheduling to make
sure there isn’t an issue with employees being rostered to work on their requested days
off. Our goal is to reduce illegitimate sick days to the acceptable amount of a week per
year within 10 months.
Lastly, we will implement a new campaign tactic to help us reach our objectives.
The tactic we will utilize is creating a “Staff Appreciation Day” that would occur
biannually. This event would increase positivity and help generate a better atmosphere
between management and staff, which would in-turn create a better environment for
customers. The event would include different appreciation day festivities such as catered
dinner (totaling $600), an open bar with three drinks per person (totaling $3,000), and a
raffle for an arrangement of prizes (totaling $300). During this event we will also discuss
different business achievements, recognize staff members for their hard work, and
address any issues that have been raised over the past 6 months and how they will be
resolved.