How Employee Relations Affect Recruitment & Retention
Human resources professionals understand the close relationship between employee relations and retention. The workplace environment you create for employees also affects your ability to recruit new talent. By understanding how the dynamic between employee relations and staff maintenance works, you can begin to see how strong employee relations policies have an effect on your ability to remain properly staffed.
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Job Duties
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Part of creating a positive employee-management relationship is an interactive process when it comes to job duties. Managers should meet with employees on a regular basis to discuss ways to improve employee performance and any changes that can be made to the job duties to create efficiency. Employees perform their jobs every workday, and they know the best ways to get more production. An employee relation policy that creates an interactive process of refining job duties will let employees stay involved in the quality of their work and have a say in how their job is performed. This creates a sense of pride in their work and helps with retention.
One-Way Communication
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Management that limits employee input will start to see problems with retention. Strong employee relations are built on the ability of employees to voice their opinions and have management listen. By not allowing a way for employees to get their suggestions directly to management in an efficient manner, employees will feel alienated from management. For example, offering a suggestion box can be a positive way to solicit employee feedback. But if employees never see their suggestions put to use, then there is a level of trust lost between management and employees that can result in high turnover.
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Referrals
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Employees that are satisfied with employee relations and the policies that the company creates to help improve work conditions tend to be the best recruiters for the company. If an employee has strong positive feelings about working for a particular company, then he will pass those feelings on to his friends and family. When the company is in need of new talent, and that employee happens to know someone with the right set of skills, then the employee is going to recommend that his friend contact the company. The candidate enters into the recruitment process with a preconceived positive feeling about the company thanks to positive employee relations.
Reputation
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A weak employee relations program tends to develop animosity among the employees. That animosity develops into a bad reputation for the company through word of mouth and over the increasing communication reach of the Internet. When the company is looking to recruit new talent, its reputation as established by a large number of disgruntled employees will make it difficult to attract candidates to fill available positions.
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