[6:08 AM, 12/10/2018] HR. Rajan Babu:
Today’s Discussion: What are the steps we can take as HR to rebuild Trust with employees (assume after a Strike)
[6:14 AM, 12/10/2018] HR Sridharan Brakes:
· Transparent communication.
· Involving union in all major events.
· Introducing recreation activities.
· Frequent meeting with them etc.
[6:32 AM, 12/10/2018] HR Gowrishankar Delphi TVS:
· Employee Konect
· Transparency
· Boundary Demarcation
· Detached Attachment
[7:27 AM, 12/10/2018] HR Sampath Fives Group:
· Quarterly communication with employees
· Building connect / communication with employee family
· Organise Social day / sports day / family gathering
· No victimization/ quoting bad moments from both sides
[8:46 AM, 12/10/2018] HR Sanjeevi Kia Motors 1:
· 1.Regain employee confidence by being completely transparent with them.
· 2.Show employees that you are completely aware of your errors, and that you regret them. so they will respect your honesty.
· 3.Be completely open to employee feedback and criticism.
· 4.Clear and open communication and being accountable and responsible are steps to rebuild the trust with employees.
[9:24 AM, 12/10/2018] HR NS IYER ASIAN:
· Most important is individual communication by their managers.
· Talking to employees, explaining situations and treating bygones as bygones.
· Listen to their stances, their stories of suffering and appreciate and emphasize.
· Talk on how the strike affected the company, hear from them how it affected them and together arrive at a point how the strike affected both of us.
· The effort needs to be a transformation from
· I vs YOU to WE
[10:25 AM, 12/10/2018] HR Kolongiappar:
· Profitability linked bonus introduction apart from statutory bonus.
· Bring a feel among employees they are not against management they are part of management.
· Ask them to initiate CSR activities and the management has to support for them.
· Periodical occupational hazard based medical examination for all employees. Make them feel that management is taking care of the employees health.
[5:58 PM, 12/10/2018] HR. Rajan Babu:
· Be interested in people around you. "When I say listen to them, I don't mean obey orders.
· It's good to be observant and polite enough to reach out to colleagues ; understand motive behind things you found redundant and see if you can eliminate or edit them.
· Refrain From Discussing the Strike don't discuss the strike openly with employees.
· Focus On Your Work Get back to work and do the best job possible, without allowing politics to interfere in the process.
· Workers returned unified, We need to work on to build relationships with them. New procedures for things like signing in or signing out should not be felt like a "punishment" at times
· Healing is something that people intentionally participate in and collaborate on- Try in this
· Even workers who return to more receptive environments find adjusting can take a while. "There's a scar,"- Understand This
· Do speak openly. From what we are going to do on the positive front.
· An often-ignored truth about strikes is simply this: The hardest job begins when the work resumes -- restoring workplace relationships. Work on this.
· Strikes are about respect more than they are about money, Feelings of disrespect have likely been festering long before a strike is called. Change this feeling.
· We are working and We are not appreciated. I know people say your pay is your form of appreciation, but it's the respect you don't get in the workplace (that causes a strike)- Be careful when you address.
· Complicated emotions -- feelings of suspicion, distrust, disrespect and loss of control -- contribute to issues , and they need to be recognized as workers return. Act accordingly.
· If the workplace had a suspicious, negative culture before the strike, it likely will continue once the strike ends, Bring a Change.
· Healing doesn't happen automatically, and, like any kind of recovery, things will be sensitive at the beginning.
· Everyone needs to be careful about how they talk about the strike, and focus the discussion on issues, like job roles, not personal conflicts. Once it becomes personal, "long-standing hostilities" can form.
· Need to talk about strikes clearly and concisely, and avoid jargon.
· Managers should personally welcome employees when they return to work.
· Regular activities that build company culture need to continue.
· Everyone needs to know what supports are available to them.
· People need time to readjust, so it's probably not wise to introduce new policies or procedures shortly after workers return.
· There's no standard length of time for how long it takes a workplace to heal." It takes a long time, use the Positives your learned after workers return and apply to them to many areas. In that way, the workplaces become stronger.
· Forgiveness may be best, but it doesn't always happen. need to remind them why they do their jobs, and what made them return to work. If they can't move past the hurt, it might be best to go elsewhere.
· "You can always get another job" "but you can't get a new life.". Rebuild not for today but for future, They are our employees.
[6:48 PM, 12/10/2018] HR. Rajan Babu:
Industrial relations practice needs to be transformed to emphasize proactive industrial relations rather than being heavily tilted towards reactive industrial relations. It is in this context that these are the recommends to be followed for proactive industrial relations: Just a thought
· Ensure a good work environment.
· Implement formal systems and regulations to objectively manage the employee affairs.
· Formulate appropriate conduct and disciplinary regulations for protection of employer's rights, socialize them to employees, obtaining their buying- in and implement them properly.
· Promote employee involvement and commitment.
· Maintain efficient internal communications (regular, open, two-way).
· Understanding and entrenching pluralistic thought in industrial relations
· Bridge the divides in the seniority ladder
Courtesy - Arghaa Academy of IR- Whatsapp Group
