Hear from Rebecca Trotsky, Chief People Officer at HR Acuity, as she explores how structured processes, consistent playbooks and strategic data utilization can transform your employee relations approach.
With everything happening in the world, we know our employees are struggling with issues both inside and outside the organization. That makes the role of employee relations even more important because employee relations provides the structure, consistency and process that, no matter what happens or what unusual circumstances arise, you’ve got it. You’ve got the process defined, and there’s a playbook. Without that, operating in chaotic times like these becomes almost impossible.
Employee relations (we call it ER, fondly) is the function that brings together the legal and emotional contract between an employer and employees. It nurtures and honors the culture and values of the organization and ensures they come to life at the team level, the individual level and the organizational level.
Over the past year, as we’ve talked about technology, we’ve certainly seen a shift in how our clients, our community and all of us at HR Acuity are thinking about using AI in our work. I see a much more welcoming, appreciative stance toward it. Last year, there was a lot of trepidation. Now, most organizations recognize they’ll be more efficient and stronger with the responsible use of AI in employee relations.
I think the biggest opportunity in employee relations right now, the place where we can have the greatest impact, is actually going back to the basics. As mundane as that sounds, it’s about creating consistent processes, using technology to ensure you’re following them and sharing with your organization, transparently, that you have a process. You’ve got your employees’ backs. You’ve got the organization’s back. And you’re going to follow that process to achieve the best outcome.
Use the data in your case management system to identify trends and recognize where issues may be developing in the organization. Then take action to address them: Whether that’s proactive training, reinforcing policies or addressing outlier leadership or employee behaviors that are creating a ripple effect. Use that data to get out of a firefighting mindset and become much more proactive.
