Employee Management Best Practices

 In Employee Engagement, Employees, Human Resources, Training & Development

Review applications of policies, discipline, and performance management to make sure that there is consistent treatment of employees to avoid inconsistent treatment and complaints of discrimination…

Maintaining healthy relationships with and among your employees is crucial for your company’s success. In general, employee relations involve preventing and resolving issues that might stem from or influence the work environment. Effective employee management leads to a more motivated and productive workforce, which can greatly affect the quality of your products and services as well as sales and customer retention.

Best Practices

  • Implement an employee handbook that clearly communicates workplace rules, standards of conduct, and an anti-harassment policy.
  • Apply disciplinary policies consistently among employees.
  • Train managers to document all performance conversations, even if a written warning is not provided to the employee.
  • Develop and implement a formal performance evaluation process.
  • Encourage managers to provide informal feedback on an ongoing basis to employees.
  • Maintain a zero-tolerance policy for harassment, discrimination, and workplace violence.
  • Consider adopting a workplace abusive conduct policy (aka anti-bullying).
  • Intervene in employee conflicts early to avoid unnecessary escalation and reduce workplace stress.
  • Reward employees with tangible or intangible incentives and accolades.
  • Treat all employees with dignity and respect.

Top Tips

  1. Ensure the workplace has an open-door policy where employees are free from retaliation for bringing forth good faith complaints and suggestions.
  2. Train management to listen and communicate effectively with employees and to openly address concerns.
  3. Review applications of policies, discipline, and performance management to make sure that there is consistent treatment of employees to avoid inconsistent treatment and complaints of discrimination.
  4. Conduct appropriate investigations when warranted based on good faith complaints from employees related to discrimination, harassment, or inconsistent applications of discipline or other policies and practices.
  5. Make sure that employees are given an opportunity to tell their side of the story before you decide on the appropriate corrective action.

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