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Making Good on Positive Employee Relations Pledge

2004  Susan F. Alevas, Esq. and (All Rights Reserved)

A case study...

Frustrated by ongoing staff turnover, the company president called in a training consultant to work with the management team to redefine its efforts to promote positive employee relations. The training consultant immediately challenged the managers to walk in the shoes of their departmental employees. While doing this, they were asked to identify the primary factor to which they would attribute positive employee relations. Rather quickly, they reached consensus that the primary factor was respect.

Through a series of interactive and interesting training activities, the consultant charged the managers with identifying immediate actions they would take to promote positive employee relations. Equally as important, the trainer challenged the group to identify and describe ongoing actions they would take, both individually and collectively, on a daily, weekly, monthly, etc. basis. Finally, the trainer worked with the group to summarize their ideas into a formal written action plan.

At day's end, the group had developed an "action plan for success" that encompassed (1) immediate actions to get the attention and support of employee stakeholders; (2) ongoing activities to assure the positive employee relations pledge was met in the weeks and months ahead; (3) the ways in which employee participation in the process would be enhanced; (4) the process by which this program would be regularly assessed and evaluated; and (5) the means by which the organization's record of achieving related goals would be communicated to the staff-at-large.

Most importantly, the managers concluded they could no longer afford to examine their interactions with their team members from their perspective alone. Instead, by seeing their employees as the managers' constituents, the executives understood that to earn the respect of their team, they must see themselves through the eyes of their team. While managers often are called upon to make tough and difficult decisions and cannot always achieve team consensus for such actions, they must nevertheless comport themselves with the highest degree of professionalism and always strive to preserve the dignity of others. Maintaining respect for employees at all times is the foundation for a strong and effective employee relations program.

The Alevas Consulting Group, Inc., led by an accomplished business executive/attorney, has successfully designed and presented numerous training programs for large and small companies alike. The Group also provides individualized executive-coaching services to those seeking to refine their management and supervisory skills. A hallmark of these training programs and executive-coaching services is the engaging style with which practical and immediate applications are delivered.


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Last modified: 02/08/12