HR Business Partners are the third leg of any company or industry. They can make a lot of difference in generating high productivity, maintaining employee retention, and creating a profitable situation.
It is imperative for the HRBPs to support, sustain, and engage employees that are working for the firm, either on-site or remotely.
It has been surveyed that only 42% of US employees really want to go to work. There is chronic workplace stress that the employees are dealing with each day which eventually affects their physical and mental health.
Another eye-opening fact was that 86% of employees claimed to stick with the company if they provided better training and development programs.
In light of these statistics, it is of paramount importance for HRBPs to improve their services and preserve employee relations to generate maximum employee satisfaction and loyalty.
6 Effective Ways HRBPs Can Improve And Preserve Employee Relations
The prime duty of HRBPs is towards the welfare of the company. They must involve and engross their employees well so that a balance is well-maintained between the two.
If you’re an HRBP looking to tap into the pulse of your organization’s employees and maintain good relations, try following these 6 effective strategies.
1. Promote Open Communication
The employees’ voice is significant. Their thoughts and ideas should be sought, adhered to, and implemented to make them feel like an integral part of the organization.
Formal feedback and online surveys should be endorsed to help employees voice their opinions and suggestions which may prove to be essential and profitable for the organization.
Facilitating an open-door policy within your firm can make employees feel comfortable when explaining their grievances to you.
Little things, like sharing some good news about the firm, targets being met, or even celebrating someone’s birthday, if percolated to the employees, will make them feel valued and important.
Maintaining transparency with employees and organizing one-to-one sessions can strengthen relations. Sometimes a simple coffee conversation can get the best out of them.
HRBP leaders also should give credit to employees for their valuable inputs and suggestion to encourage them to keep themselves involved in the development of the company.
2. Inspire And Reward Employees
It feels good when someone acknowledges the effort you put into your work, right? As an HRBP, you must afford employees the same courtesy and make them feel valued in the workplace.
The hr business partner should empower people and resort to autonomous work techniques.
Introducing incentive-based schemes, offering well-deserved promotions, and organizing public appreciation programs should be a norm.
It is important to give difficult but measurable and achievable goals to the employees and award them accordingly as per gold, silver, and bronze-level categories.
HRBPs should tap the insights or valuable ideas of employees that can ultimately change the face of the company.
The incentives, promotions, and encouragement should be well-aligned with the company’s policies and should be unprejudiced.
3. Offer Career Development
Career development is not only monetary-based but also includes the most sought-after employee benefits that can be awarded to the best-performing employees.
Offering flexible work schedules, work from home options, health benefits that extend to the family, and paid time off are some incentives that allow them to advance their careers.
Besides these incentives and opportunities, HRBPs must estimate the skills and unused talents of employees and adjust their roles accordingly. In essence, the right person should be at the right job.
Leaders can also offer mentorship programs, skill-based training, talent-based tests, and rotational training techniques to cross-train employees and pair them with higher skill counterparts.
4. Update And Upgrade
Appropriate software and applications need to be formulated to reduce redundancy, automate and improve communication, be compliant, and eliminate expensive mistakes.
Introduce software on social media sites where everyone is required to check-in and directly report to the management. This is a great initiative to informally engage employees.
Instead of having unplanned lengthy conversations, it is better to implement the right techniques to streamline, control, manage, and correct the tasks given to employees.
Not only software, but the infrastructure and working equipment should also be upgraded on time. Up-to-date workplace tools will ensure that the workforce has a comfortable and stress-free job.
5. Invest In Employee Well-Being And Work-Life Balance
With stress and burnout playing such a major role in an employee’s life, HRBPs have introduced EAPs (Employee Assistance Programs) for the holistic well-being of the employees.
Some examples of appropriate interventions are as follows:
- Eating habits
- Harmful addictions
- Mental health
- Frequency of coming to work
- Leave status
- Commitments to meet their targets
- Ability to cope with the workload
Such interventions can directly lead to lower stress and greater satisfaction levels of the employees, and HRBPs will work accordingly to manage the same.
Employee engagement and well-being are interlinked, and HRBPs need to sustain the right balance between the two.
Employees who are supported by their HR managers are known to have a higher sense of loyalty and obligation towards their organizations and a strong employee engagement with their leaders.
6. Align The Workforce With Your Company’s Goals
The organizational goals are the prime objectives of HRBPs and the employees. The hr business partner salary is based on achieving company goals and aligning the employees’ vision towards the same.
If the leaders of HR live by these values and ethos, so will the employees. It is a simple ‘practice what you preach’ technique which can align the performance of the employees with the company’s purpose.
Employees should be furnished with the company’s visions, dreams, and goals for them to be a part of achieving them.
A values-driven organization will lead to positive corporate values, employee loyalty, and a sense of responsibility towards the organization.
Employee engagement programs and preserving employee relations is not as overwhelming as it sounds. The right technique and appropriate warmth in dealing with employee concerns will lead to great long-term relations.
HRBPs need to focus on organizational goals first, wherein the priority should be to maintain cost-effectiveness and align employee loyalty and skills towards meeting these goals.
HR functions add value that truly supports a business’s strategies. Their inputs and efforts are mandatory for the holistic growth and development of any organization.