The document discusses five tactics to improve employee relations: 1) set a positive tone from day one, 2) provide positive feedback regularly, 3) improve communication through meetings and transparency, 4) offer career development like tuition reimbursement and training, 5) help employees find meaning and happiness in their work. Regular feedback, communication, development opportunities, and meaningful work are emphasized as important for employee satisfaction and retention.

1. IMPROVING EMPLOYEES
RELATIONS

2. Improving Employees Relations
There are five tactics to improve employees
relations.
1. Set the tone on the first day at work.
2. Provide positive feedbacks
3. Improve communication
4. Offer career development
5. Help them to be happy

3. Set the tone from the first day
First impressions matter. Giving an excited new
employee endless paperwork and meaningless
presentations won’t capitalize on their initial
enthusiasm. Instead, greet them just as
enthusiastically and take the time to personally get
them set up for work. Introduce them to their
coworkers and even assign a mentor to help them
acclimatize. Make them feel valued and welcome
from the very beginning will set a positive tone that
will remain with them as they learn how they fit into
the company and their new job.

4. Provide positive feedback
the focus of evaluations are how an employee can
improve and what they need to do better. In addition
to this, employees need to hear about the things
that they do right—on a regular basis.
Let them know they have value. Believe it or not,
employees actually need to hear this on a regular
basis. Letting them know when you think they
handled a situation well or did a good job in a
difficult situation makes them feel like they are an
asset to your team.

5. Provide positive feedback cont’d
Say thank you. Employees who feel that they have
supportive supervisors who recognize the good work
they do are more engaged than those who don’t.
They are also far more likely to remain with your
company. A simple thank-you card or note can make
more of a difference than you realize.
Publicly recognize high achievers. Praising employees
at monthly or weekly meetings for their
accomplishments and positive contributions to your
company will serve to motivate the ones you
recognize and inspire others to work harder.

6. Improve Communication
Communicating with employees solely through
memos or emails is not only inefficient, but also
impersonal. Workers will easily feel as if they are not
an integral part of the University if all you do is talk
at them. Your employees are some of the most
important resources you have, and so having two-
way personal communication is essential.

7. Improve Communication cont’d
Be visible. Managers and HR representatives
should make themselves seen and ensure
that employees know they are accessible and
approachable. This offers your employees the
opportunity to easily seek any guidance or
assistance they may need in order to be at
their most productive – and to deal with any
issues or concerns they may have.

8. Improve communication cont’d
Have regular company meetings. This gives you a chance to share
important information, provide updates, and allow your employees
to ask questions.
Involve employees in goal-setting. Employees who are involved in
setting goals for themselves, their team, and your company will
take ownership of those goals and work much harder to meet
them.
Offer transparency. Employees who feel that their managers are
open, honest, and trustworthy, are 94 percent more likely to be
happy at work. Transparency also works to create a more
cooperative workplace atmosphere.

9. Offer Career Development
Companies that take an active role in offering and encouraging
career development for their employees will find that they end up
with a more motivated and well-equipped workforce. Managers
and HR representatives should work closely with employees
regarding ways they can improve on their existing skills and get
new training.
Set up professional development plans.
This can help your employees reach their career goals. On a recent
study we conducted with The Ladders, we found that Millennials,
Gen-Xs and Baby Boomers all ranked professional development
opportunities as the second most important element when
deciding whether or not to take a job.

10. Career development cont’d
Consider a tuition reimbursement program. Assisting
your employees with furthering their education while
working for your company makes for a better-trained,
more flexible workforce– and enhances their sense of
loyalty to your company.
Provide career advancement opportunities. In the
same Survey Ladders study, we found that the
majority of Millennials, Gen-Xs, Baby Boomers and
older workers expect to receive a promotion within
one to two years of starting a job.

11. Help them be happy
If your employees are happy, they will be more engaged as well
as more productive at work. Happy workers are more creative and
better at solving problems. Simply letting your workers know that
you care about their happiness is the first step, but you can also
take some additional steps to create happier employees.
Make sure they are in the right job. Your employees won’t be
happy or successful in their work if they aren’t in a job that they
are well-suited for. Believe it or not, today’s employees cite doing
their best as very important, and for many, it’s the main element
they’re looking for in a job.

12. Help to be happy cont’d
Give them meaningful work. In a recent study, survey
found that employees ranked meaningful work as the
second most important aspect of a job.
Whatever steps we take to improve employee relations,
we want to be able to evaluate employee engagements on
a consistent basis and use benchmark data to compare our
results to other companies. We found that at Survey
Monkey they offer a wealth of information, questionnaire
templates and solutions to help encourage our employees
to be healthier, happier, and more engaged.

13. Improving Employees Relations

14. Improving Employees Relations
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