Employee Relations and Strategy

(This came to me anonymously from an HR Executive - Steve)

We're taking a look at ways to capture and measure the effectiveness of those that manage employees with the intent of setting a baseline with them and then coaching them on how to develop those who report to them.

However, we don't have a formal review process and I don't feel engagement surveys capture the nuances that happen in the midst of actual work.

So, we're thinking about incorporating Employee Relations into our Talent Strategy for the life cycle of employees. (recruit to exiting the company).

Two things:

1) What do you think of this idea/concept?

2) Do you know of others who are doing this?

Thanks for your input and feedback.

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  • Evening Secret HR Pro

    :)

    Feel free to connect on LinkedIn. What you are sharing sounds pretty subjective dependent on what side of the coin. The general ideas you are sharing are not a bad way to start.

    Often I or others I have seen will start with an Assessment to evaluate managers and then do a group or team coaching to set the baseline. From there you might do training, or one on one coaching and use either your succession data or current operational results to check on how individual managers are improving.

    If you like we can connect through LinkedIn and discuss it more!

     

    Benjamin McCall

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