Compared to most departments, it’s no surprise that HR gets the biggest earful of internal issues, ranging from angry exit interviews to general employee complaints. And while these delicate issues are often kept confidential, shedding light on these common employee problems could keep history from repeating itself.
For Human Resources, keeping an employee’s feedback private is imperative to maintaining trust within any organization. However, sharing generalized stories with the executive leaders can help an organization pinpoint reoccurring employee issues, analyze risk, and develop a plan to combat the highest-priority problems.
When HR provides executives a more in-depth understanding of common staffing issues, these executive leaders can readily decide how operational leaders must alter their current practices in order to bring about positive change within their departments. So instead of HR constantly focused on repairing these leaks within employee relations, they can brainstorm preventative measures to stop the issues from happening in the first place.
Another vital step to successfully mitigating employee relations problems is to shift the sense of accountability onto the operational supervisors. Because leadership activity plays a crucial role in office relations, ensuring that supervisors have the tools and training they need to develop effective leadership skills is crucial to reducing organizational risk.
HR should be focused on improving workplace relations and productivity, rather than just performing damage control on a consistent basis. By taking on more responsibility for their employees’ satisfaction levels, supervisors will work harder at fine-tuning their practices—making changes when necessary in order to maintain their effectiveness as a leader. And with every leader and the HR department working toward the same goals, employee relations can only continue to progress.