Misalignments in employee relations are mainly caused by misunderstanding arising from silo mentality, friction and disagreements between functions and individual employees in need of clarity. Workflow is considered one of the key enablers to adaptive and responsive culture in any workplace. Collaborative difficulties arise because of inability to partner with others, whether functions or individuals, within the enterprise. Employee relations strategies define the intentions of institutions about expectations from each member about what needs to be done in current situation to manage relationship with employees and their trade unions. HR strategy incorporating employee relation strategies flows from business strategy but concentrates on the ways and means for maximising cooperation with the unions and employees through minimising damaging effects on business in total. 

Employee Relations is the broader and latest approach to Industrial Relations and Labour Relations that cover a wider range of employment relationship with the emergence of non-Industrial employment relationship, non-unionised workplaces and socio-emotional arrangements. It is viewed as collective relationship between the employer and the employees. It emphasises on prevention and solution to conflict arising out of work situations and contributes to enhanced productivity, motivation level and people morale as an effect of employees’ involvement on various progressive performance inclusive of discipline. It is also viewed as part of social science because of its concerns about relationship among the employees and the institutions that emerges by and in the form of recruitment and selection, compensation and benefit, workplace safety and environment, skills enhancement opportunities, discipline and so many other varieties of issues. Though it is part of the management that deals with collaborative partnership between the employer and the employees – whether skilled or unskilled, worker or manager, relationship between the state and the employers and the trade unions. The primary concern of employee relation is employer – employee relationship; if maintained at right spirit, driving human resources management strategy becomes effective that supports business achievement.

Since the emergence of Personnel Administrationto the present incarnation of Human Resources Management, even executives perception about it is as just an administrative function whereas employee relations, an integral part of human resources management, addresses underestimations by educating through interactions and leadership in developing methods to improve and establish human resources management into the role of strategic partner. The challenge for employee relation practice in modern management is observed as establishing connection between organisational behavior and HR strategies. In the current context, when the workplace relationship includes conflict of interest, no one can ensure to prevent workers’ exploitation and thus HR (Human Resources) and ER (Employee Relations) practitioners work through institutional interventions to support workings of the relationship in right spirit protecting employees’ rights. Therefore, organisations these days have grievance procedures, Labour Relation Committee, Labour Unions, Collective Bargaining mechanism and Labor Management Partnership etc.

Any business needs people to work in team, performing to achieve business objectives. Non-living entities like machineries, chairs, tables etc cannot be instrumental towards organisational expectations without human beings. In fact, the people are the most valuable asset for any organisation. People resources must share good rapport working together and strive to make the dreams of the organisation come true. Thus, it’s pertinent for the people working for any organization to clearly demonstrate their personal interest after business interest. Some of the key issues around employee relation are corporate restructuring and reshaping of enterprises, employment relationship in union and non-union work environment, effective and efficient performance management systems, workforce diversity, globalisation of labor market etc wherein perspective of socio-economic, political, historical, psychological and legislative developments have great say on employee and employer relationship. Relation can be warm, good, bad, so-so but it is important for any organisation that there is productive or healthy relationship among each other to deliver the best. Workforce spends maximum time with fellow workers, where any conflict will result only in diminishing productivity. Thus, the workforce needs to communicate or discuss as many essential things around business as possible that alone can allow each one at work to derive solution for any misunderstanding, which can lead to intended benefit for self and the institution. None can work alone at the same time it is also but natural that every one can’t think like others or behave the way one behaves. Thus, it’s important to ensure every one behaves in a civilized way demonstrating respect and trust for each other. It is also crucial that all employees maintain cordial relations supporting each other with great understanding of needs and expectations, impacting accomplishment of goals of the entity.

It is important for employees to understand that they are paid for productivity and not for any clash or conflict among themselves. The fact also is that one can have best friends at work place. Many human scientists have expressed their observation that healthy work place relation leads to long life and it helps people at work to keep themselves ready to take new challenges. Communication plays crucial role in generating and up-keeping relations intact and hence it is widely recommended to keep communication effective and open within and outside the core team. This helps to correct misinterpretation and perceptions about each other, leading to creating and strengthening the trust and the respect that is most essential for improved performance as well as individual efficiency. However, it (Communication) needs to be obvious and accurate so that thoughts are translated into relevant words supporting the development and sustainability of warm relationship; thus usage of written communication in terms of employee relation is highly recommended. Also, employee survey can be reflective towards focus on workplace relationship management, especially in terms of business operation. The survey report provides an opportunity for sincere feedback and breakdown that may not be possible to achieve solely through business communication.

It is also observed that disciplinary measures as well as legal/policy compliance in relation to it like absenteeism, leave and vacation, overtime payment etc have marginal impact on employee relations. Similarly, skills enhancement opportunity, pay package, career advancement are important elements determining employee relation. Issues in these areas emerge mainly when employee equity becomes questionable in perception of partiality. It is thus suggested to avoid nepotism and ensure everyone in the organisation is treated same. It has been unanimous that employees are the lifeline of any organisation because none of the businesses can endure without employee like human cannot stay alive without blood. Employees are the most valuable asset and hence, their full immersion in their work, securing emotional attachment will be useful to sustain productive and harmony in relation. HR Associates (especially employee relations in-charge) must focus more on psychological contract than any other legal contract. As much people will have to deliver challenges and creativity in their routine, that much less chances of any challenge will be on employee relations. Simultaneously, activities supportive to foster togetherness like lunch together, group activities, task sharing, award ceremony, job rotation etc can be very useful in maintaining harmony at work place.

Additionally, one need to keep in mind that two individuals are never alike. It would be imperative to keep off from regular fault-finding rather usage of simple praises like “well done, great, very good, wow etc motivating phrases will work far beyond any theory and practices. These leave impact like token of appreciation.

It is rightly said that success and failure of any business is proportional to the relationship shared among the employees. Researches say if the employees are satisfied with their job responsibilities, they have a propensity to remain happy and stay away from conflict. It is therefore suggested for HR practitioners to encourage employees on group and extra-curricular activities and lead them to the unity that instills the productive relationship.

(Dr Karna is the Executive Chairman of MARK Business Solutions Pvt Ltd and Ad Abhyas Marketing & Communications Pvt Ltd. The article is based on various research reports and his practical experiences as management practitioner.)