Employee Relations and Retention

David Deb
The Mentor Online
Published in
2 min readJul 9, 2018

In my profession as a mentor or coach, I meet with a lot of HR professionals and top-level managers to discuss various HR topics. One common question that at least 85% of them ask me is “How do I keep good employees and maintain working relationships at all levels?”

So I thought, I will write an article, which might help companies and HR professionals to build a better rapport with their employees at all levels.

This article will be divided in 6 parts, describing step by step process which need to be followed to ensure a healthy company employee culture.

Part 1

Intro

In today’s world you (as a HR professional or an organization) always make an incredible effort to find and hire the best candidates. You have orientated them to your company culture and spent time and resources training and developing them. Now you want to keep them — keep them working for your company and not the competition, and keep them content, motivated, and focused on the business.

When employees are unhappy in the workplace, when morale and productivity lag and turnover is high, the root cause is usually not compensation. Generally, these difficulties will be people-driven, steaming from poor communication, a perceived lack of appreciation and recognition, and unresolved grievances and conflicts.

These 6-part article will discuss, ways in which you can open and improve lines of communication, resolve conflicts before they become crippling, and let your employees know that they are valued.

So, what are the factors which will help you to keep good employees and maintain working relationships at all levels?

1. Fostering effective workplace communication style.

2. Structuring reward and recognition programs.

3. Maintaining work-life balance.

4. Resolving workplace conflicts.

5. Conducting exit interview.

Prior I discuss the above factors, we should ask ourselves few questions:

Q 1: Effective communication style, is it one way or two ways of communication?

Q 2: Why reward and recognition programs need to be well structured?

Q 3: What is better? 60 hours of unproductive office hours or 38 hours of productive investment?

Q 4: Why there was a conflict and what was the root cause?

Q 5: Who should conduct the exit interview and what should they ask?

My next 5 articles will talk about all the above factors to ensure we are able to keep our good employees and can build up solid relationships with all of them.

If you would like to read more articles or contact David Deb for any assistance, please visit the link https://thementor-online.com/

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The Mentor Online
The Mentor Online

Published in The Mentor Online

David Deb: MENTOR, COACH, KEYNOTE SPEAKER, GOODWILL AMBASSADOR

David Deb
David Deb

Written by David Deb

Founder of Multiple Businesses Across Australia II Healthcare Business Growth Coach II CEO & Executive Coach II Public Speaker II SCALE & Marketing coach

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