How to Improve Employee Relations With Supervisors
Communication strengthens the relationship between human resources and department supervisors. It's the foundation of a collegial, collaborative workplace that promotes productivity and an impressive bottom line. Improving employee relations with supervisors requires communication in many forms, about every aspect of the work environment, from recruitment and selection through the end of the employment relationship.
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Construct job descriptions that meet supervisors' workforce planning needs. Recruiters and employment specialists work with department supervisors to determine the types of positions for each department, as well as the qualifications for each job. Supervisors should be prepared to explain each department function, and the skills and qualifications necessary to perform departmental tasks. This is sometimes referred to as human capital strategy, when human resources professionals are involved in planning workforce needs for current business demands, and projecting future business needs in terms of human resources and required staffing.
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Invite supervisors to participate in the interview and selection process. Involving supervisors in this stage of the selection process ensures they can provide input on the employees they supervise. Selecting employees who are best suited for open jobs depends on more than just job skills and qualifications. There needs to be a match based on work philosophy, qualifications and interpersonal communication between employees and supervisors. Including supervisors in the selection process is an effective approach to making good hiring decisions.
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Deliver leadership training to supervisors about the company's performance management process. Performance management includes an understanding of the organization's coaching philosophy, performance appraisal methods, continuous and constructive feedback to employees and conducting performance appraisal meetings with employees. When supervisors need assistance providing feedback to employees, or when they need refresher training on how to conduct a disciplinary review meeting with an employee, human resources staff is there to support supervisors.
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Schedule regular department meetings and individual conferences with supervisors. Be available to discuss matters such as organizational change, human resources strategy, employee performance and other matters of interest to them and their departments. Keep supervisors abreast of developments within the company; as soon as practicable, schedule meetings to announce company business matters so they aren't the last to know about news that affects their ability to manage their departments and their employees. For instance, when the human resources department is able to disclose information about impending changes to the organization's compensation structure, disclose this to supervisors prior to the information reaching the workplace rumor mill. Like employees, supervisors feel unimportant when they receive information that can affect their jobs long after the company makes final decisions.
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