Volume 2, Issue 9, September 2003

EMPLOYEE RELATIONS PROGRAM

Recent studies have shown that poor employee relations in the workplace can lead to an increase in costs for the company. It can contribute to conflicts that will impact negatively on production time, quality control and absenteeism, thus creating a general reduction of the profit margin. This can also contribute to staff turnover, which results in the loss of high quality employees.

After developing the Mouradian Model for Cooperative Action© and applying it to several test cases, we realized that this is a perfect tool to improve employee relations in the workplace. We examined various other programs and how they approached workplace relations.

The more we talked about The Model the more people said we should talk to their boss. We found out that the majority of workers like their jobs, but they were tired of office politics; tired of abusive management; tired of conflict and bullying and tired of the destructive company water cooler gossiping.

These employees were finding themselves so stressed at the end of the day, that they were not looking forward to going to work. And it was beginning to affect their home life.

In many cases the workplace ceased being a safe place to work. I am talking about mental safety. As an aside, good employee relations will reduce on-the-job accidents, for no matter how many signs you put up regarding the hard hat, if the worker’s mind is not clear, accidents will, in fact, occur.

Some of these workplaces had dysfunctional staff who were creating conflict, but no one had the skills to deal with the bully. Also, the bully had such a perceived position of power, that some employees and management were afraid to take them on.

It also became clear to us that most senior management (or the owners) did not have a handle as to the depth of conflict that exists in their company.


During our research we asked what worked and what didn’t work. Here is what we were told:

1. Too many consultants come in, stir the pot and leave (money in hand).

2. Many programs were too complicated for the wide range of employees and their skill levels.

3. Programs were canned and not customized enough to completely understand and relate to the specific work environment.

4. There did not seem to be a built in follow-up.

5. Many had good short term results, but in the long term many of the old behaviors returned.

6. There did not seem to be a vehicle to measure change.


As a result we came up with our six-month, fifteen point Employee Relations Program.

1 - A Relationship Management Needs Analysis Survey will be given to all employees. This survey shall be conducted anonymously, so employees will be candid with their responses.

2 - The Mouradian Group will analyze the results of the survey and these results will be presented to the management group.

3 - A methodology will be formulated to deal with employee relationship concerns.

4 - A one-day Relationship Management Seminar will be conducted for all employees in order that everyone has the same skill level with regards to relationship management.

5 - All employees will then be asked to rate the seminar and to identify any barriers that might get in the way of implementing the skills learned in the seminar.

6 - The Mouradian Group will analyze the results of the course rating and these results will be presented to the management group.

7 - Confidential individualized consultations will then take place with those who require and or want clarification or help in order to attain the skill level required to maintain Cooperative Relationship Management.

8 - All employees will have access to a Relationship Management Consultant for a period of six months from the date of signing this Program Agreement. During this time frame all employees with email will receive our monthly electronic newsletter, The Caravan, as part of the program fee.

9 - Any new employees who join the company during the term of the Program Agreement will be given the Relationship Seminar in order to bring them up to speed. This is also included in the program fee.

10 - A second Relationship Management Needs Analysis Survey will be given to all employees after three months.

11 - The Mouradian Group will analyze the results of the survey and these results will be presented to the management group.

12 - Further departmental or individual consulting will be conducted where necessary.

13 - A final Relationship Management Needs Analysis Survey will be given to all employees at the end of six months.

14 - The Mouradian Group will analyze the results of the survey and these results will be presented to the management group.

15 - A final report will be given with recommendation for maintaining the new skill levels of relationship management.

Ted


Humphry says…

Stop violent and controlling behavior.”


Brodi’s Bits

Attention Insurance Brokers:
Ted will be conducting a last minute RIBO (Registered Insurance Brokers of Ontario) Certified course on September 23, 2003 at the St. Catharines Public Library.
The course will produce a credit of 6.5 hours under the Management category. A certificate of attendance will be provided. Any brokers looking to get in last minute hours should take advantage.

Participants are not limited to Insurance Brokers. Anyone looking to expand their business and/or personal skills may attend.

Please call 905-682-7380 for more information and to receive your registration form.


To find out how we can help you or your organization please browse our website

To subscribe to THE CARAVAN please send an email with your name to info@cooperativeaction.com and type SUBSCRIBE as the subject.

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