Navigating Rising Employee Relations in a Shifting Cultural Landscape
The cultural shift towards Equity, Diversity, and Inclusion (EDI) has increasingly influenced the recruitment landscape, especially in the London recruitment and administration sectors. Recent Roundtable discussions have highlighted how this shift, coupled with a more demanding workforce, has contributed to a rise in Employee Relations (ER) cases.
Current EDI Landscape and Recruitment Challenges
As organisations make strides in EDI policies, particularly in recruitment to attract diverse talent, the challenge lies in translating these policies into practical implementation. Even during the early stages, such as onboarding, there's often a disconnect between policy and practice. Onboarding is the first genuine glimpse into a company's operations and its commitment to fostering an inclusive environment.
Retention and Employee Engagement
The focus has shifted from merely attracting diverse candidates to retaining them. Insights from exit interviews and employee engagement surveys reveal common patterns where diverse talent might be slipping away. One HR professional suggested using external providers for engagement surveys to gain more honest and transparent results.
Rise in Employee Relations Cases
The increasing ER cases reflect a cultural shift towards a more open and supportive environment, where employees feel safer approaching HR. This shift indicates a transition from being against the people to being for the people. The rise in ER cases is not necessarily due to declining company values but rather a result of employees feeling empowered to speak up about issues that were previously considered trivial or detrimental to their careers.
Effective Mentorship and Coaching Programs
To address performance concerns and foster psychological safety, effective mentorship or coaching programs are essential. While many organisations have buddying or mentorship schemes, there is often a struggle with engagement and commitment from both mentors and mentees. Shifting to dynamic coaching models integrated into performance plans can enhance engagement and commitment, especially for aspiring leaders.
Mental Health and Wellbeing Training
Implementing Mental Health First Aider courses and other well-being training programs for all line managers can help identify and address issues before they escalate. Managers trained to recognise body language and behavioural patterns can better support employees, fostering an environment where individuals feel comfortable speaking out.
Conclusion
The rise in ER cases highlights the evolving landscape of HR and the importance of creating a more inclusive and psychologically safe environment. By focusing on effective recruitment, retention strategies, and supportive programs, organisations can navigate these changes and foster a healthier workplace culture.
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