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Employee Relations Checklist


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Employee Relations Checklist Employee Relations Checklist is created to help employers in regulating relations between them and their workers (employer-employee relations), and between people within the staff (employee-employee relationships).

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Interrelations between the staff members (employee-employee relationships):

  • Develop a culture of productive collaboration and fellowship in the organization, so the staff members are encouraged to provide each other with honest mutual support;
  • Ensure that people demonstrate friendly and polite attitudes towards each other (persons who are immature emotionally or behave consistently rude should be exposed to the options: change yourself or leave);
  • Eliminate conditions when staff members have to compete for resources or recognition between each other, as well as when they have to prove their own superiority among co-workers (you should eliminate this spirit of favoritism, squabbling, and exhaustive inner struggle);
  • Practice regular team-building to develop the relationships between the employees. Make sure everyone in the organization shares the common “team spirit”;
  • Foster proper employee relation towards the company’s image and reputation. Make sure that people do care about how the customers and external public will perceive the company through their appearance, behavior, etc. (even during time when they are out of their workplaces);
  • Enable employees to communicate each other privately (in person) during certain breaks (like coffee or lunch time) to make friends and strengthen their interrelations;
  • Foster robust ethics and healthy relations between people: eliminate all kinds of distrust, sexism, age discrimination, harassment, stereotyping, etc (however, don’t be too rigorous in protecting your staff’s morale as this may also produce a variety of negative effects);

Relationships with the management (employer-employee relationships):

  • Establish a procedure for resolving employee grievances and complaints promptly (have a special channel and mechanisms to share, consider and reply employee claims quickly);
  • Ensure there is an authorized employee advocacy representative (in the management body of the organization) who protects employee interests and makes sure that relations between decision-makers and subordinates stay always fair, transparent, balanced, and positively aimed;   
  • Check whether the organization benefits from effective and highly responsible leadership: the managers do not separate themselves from the team and do not commit managerial misconducts (for example suppressing creativity in the team by their autocratic attitudes);
  • Make sure people behave respectfully towards......

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