Maintaining High Performance(A Shift from ER to LR)
Week 112BC3
__________________________Dr. Teal McAteer
DeGroote School of Business
Employee Commitment
• Trust in senior leadership• A chance to use skills on the job• Job security• Competitiveness of rewards• The quality of the organization’s
products/services• The absence of work-related stress; and• The honesty and integrity of the employer’s
business conduct
Why are Good Employee Relations Practices Important?
• Improve productivity
• Ensure implementation of organizational strategies
• Reduce employment costs
• Help employees grow and develop
5 Key Dimensions of Employee Relations
Employee Counselling
Employee Communication
Employee Involvement
Employee Rights
Employee Discipline
GOOD EMPLOYEE RELATIONS
Employee Counselling
Definition:
• Discussion of a problem with an employee, to help the employee better cope with the problem
Employee Counselling – Functions(Stress Management Coaching)
• Advice
• Reassurance
• Communication
• Release of emotional tension
• Clarified thinking
• Reorientation
Employee Assistance Programs
• Employee and Family Assistance Programs (EFAP)
• Workplace provides access to professional counselling services for employees and their families
• Comprehensive company programs that seek to help employees overcome personal and work-related problems
Employee Discipline
• Discipline is management action to encourage compliance with organizational standards
• Preventive Discipline – Action taken prior to any infraction to
encourage employees to follow the rules
• Corrective Discipline– Action that follows a rule infraction and seeks
to discourage further infractions
Restrictions on Discipline
• Union contracts
• Government legislation
• Due process
• Hot-stove rule
Progressive Discipline
• A type of discipline whereby there are stronger penalties for repeated offences e.g. verbal reprimand, written reprimand
• . . . “up to and including termination”
• Reasonable time frame
Positive Discipline
• Positive discipline takes a problem-solving approach to resolve the performance or behaviour issue:– focus on the specific problem, rather than the
employee’s attitude or personality– gain agreement that a performance problem exists
and that the employee is responsible– take a problem-solving approach– document commitments made– follow-up
Dismissal
• Just Cause° Incompetent work performance° Employee misconduct
• Without Cause° Business or economic reasons
• Wrongful dismissal° Employment Standards Act (non-union)
Dismissing an Incompetent Employee
Document failure to
meetstandards
Reasonable &objective
performance standards
Reasonable time
given to improve
Show that employee
wasgiven time,
training, etc.
Evidence of
warnings
Requirements to Dismiss
Constructive Dismissal
• A major change in the employment terms that results in an employee resigning, may be considered constructive dismissal– e.g. significant change in job function,
demotion, demand for an employee’s resignation, forced transfer
Reasonable Notice & Severance
• When an employer does not have just cause for dismissal, “reasonable notice” or compensation in lieu of notice must be provided.
• Reasonable Notice or Severance Considerations:– Employee’s age, length of service, salary,
occupational status, labour and market conditions
Managing the Dismissal
• prepare for the interview and rehearse
• ask “how would I like to be treated?”
• get to the point
• select the time and place
• have necessary information ready
• notify others to ensure duties are covered
• ? special security
• discuss with colleagues who have experience
Employee Rights
• Right to privacy
• Right to fair treatment
• Rights in business closings and workplace restructuring
Employee Involvement
• Employee involvement interventions
• High involvement work practices
• Employee self-service
Employee Communication
• Downward communication systems– in-house publications– Information booklets– Employee bulletins– Pre-recorded messages– Electronic communication– Information sharing and open book
management
• Upward communication systems– Grapevine– Electronic communication– In-house complaint procedures– Manager-employee meetings– Suggestion systems– Employee attitude/opinion surveys
Job Security, Downsizing, and Employee Retention
• No-layoff policies
• Organizational downsizing
• Retaining top performers
• Telecommuting
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