Employee Relations and

Internal
Communications

ASSE
T

EMPLOYEE
S

are the

HOW TO KEEP
EMPLOYEES?

Build TRUST
Provide consistent feedback
Give employees respect
Provide career growth
opportunities
Explain the big picture
Set clear goals
Recognize success
Practice open communication

Corporate Culture
Underlying beliefs, values and assumptions
Practices and behaviors
Reflection of the company

Development of CC
CONSCIOUS

UNCONSCIOUS

Specific steps to
define intended
culture
Codified and used as
foundation
Better understanding
of employees
Clear information to
the public

Based on the senior

leader or business
founder
Inconsistent
Reduced engagement
levels

Fundamental Components
Mission current objectives of the
company
Vision where the organization sees
itself in
the future
Corporate Values behaviors and
philosophies
guiding the organization

Safety and Compliance

Occupational Safety and Health Act
- record and report work related illness
- scheduling mandatory training
- obeying the laws
Establishment of policies and practices for crisis
management, theft and fraud prevention, compliance
with occupational safety and health laws and regulations
and other workplace safeguards
Establishing systems, processes, and cultures designed
to reduce or eliminate risks of injuries or illness to
employees.

What makes a successful

system?

Managers committed to making the program work.

Employees involved in the program.
Compliance with OSHA regulations.
Training on safe work practices.
Mutual respect, caring and open communication in a
climate conducive to safety.
Continuous improvement .

Effective internal communication is key

to ensuring compliance. Strong internal
communication programs ensure
employees adopt proper attitudes and
actions.

Code of Conduct
Dealing fairly with others and maintaining professional
relationships
Contribute to society and human well-being
Avoid harm to others
Be honest and trustworthy
Be fair and take action not to discriminate
Practice integrity in our inter-personal relationships
Honor confidentiality
Avoiding Conflicts of Interest
Care With External Relationships

Labor Relations
study of how employers and employees work together to
create a fair workplace.
In the U.S., labor relations were profoundly affected by the
National Labor Relations Act, passed during the 1930s.

 TheNational Labor Relations Commission(Pambansang

Komisyon sa Ugnayang Paggawa, abbreviatedNLRC) is a
commission organized by thePhilippine governmentto
resolve, investigate and settle disputes between employees
and employers.
The largest union body was the Trade Union
Congress of the Philippines (TUCP). Formed in
December 1974. Another labor organization, the
Kilusang Mayo Uno (KMU), was formed in July
1980, bringing together nine broadly based, more
ideologically oriented unions.

Change Management

Four Keys To Successful

Change Management
1. A purpose to believe in
2. Reinforcement of behavior
3. Teaching the skills required for change
4. Consistent role models

How to become a
better leader?

Employee Management

Employee management is a process

that companies use to effectively manage
all interactions with employees, ultimately
to achieve the goals of the organization.

3 Most Common Management

Problems:
1. Holding your employees sufficiently
accountable
2. Setting the bar at the right height
3. Not spending enough time with your employees
on career development

5 Skills For Effective Employee

Management
1. Communicate intelligently.
2. Accept responsibility.
3. Deal with confrontation.
4. Praiseand rewardyour
staff.
5. Know when to speak up.

Grapevine

Unstructured and Informal network

formed on social relationship rather than
organizational charts or job descriptions
Informal vehicle through which message
flow throughout the organization

Organizational Grapevine
Early research findings:
Transmits information rapidly in
all direction
Follows a cluster chain pattern
More active in homogeneous
groups
Transmits some degree of truth

Types of Grapevine
Messages transmitted through the grapevine are normally
referred to as "rumors.
Wish Fulfillment Rumor - Identifying the wishes and
hopes of
employees
Bogey Rumor - Exaggerating employees fears and
concerns
Wedge Drivers Rumor - Aggressive, unfriendly and
damaging.
Home Stretchers Rumor - Anticipating final decisions
or
announcements.

Groups by which the Rumors Spread

Spontaneous Group
When people are stressed or in an untrustworthy
environment
they spread wrong information

Premeditated Group
Premeditated rumors spread within highly
competitive
environments

Types of Grapevine Chains

Single Strand Chain
Gossip Chain
Probability Chain
Cluster Chain

 Single Strand Chain

The longer the
strand the
more distortion
and filtering
affects
Most
inaccuracies
occur in this
chain

Gossip Chain
One person tells to other people
This chain passes a message regarding a not-on-job nature
Generally considered to be slow in passing the information

 Probability Chain

Information may
move from
anybody to
anybody.
This chain is
found when the
information is
somewhat
interesting but
Only some people innot
thereally
organization
will get to
significant.
know the information

 Cluster Chain
Individual
communicates with
only those individuals
he/she trust
Cluster chain is the
dominant grapevine
pattern in an
organization
Most informal
communication flows
through this chain

Advantages
Spreads Rapidly
Feedback is Quick
Group Cohesiveness
Emotional Supportive
Signals that
Problems/Good news exist
Substitute for formal
channel of communication

Disadvantages
Hostility
Untruth information most of the
time
Partial information only spreads
(rumors)
Hampers the goodwill of the
organization
or the people

Mediated and Non-Mediated

Communication Channels
Any system that enables interpersonal
communication by means of computers and
networks
Computer conferencing
Electronic mail
Discussion lists
Bulletin boards
Virtual classrooms
Computer-supported cooperative work

Challenges and Best Practices

&

cont.

Mentoring and teaching junior staff to be great

professionals is part of your job and builds a stronger
organization.

Failure to address bad behavior will make you lose

credibility in the eyes of your team.

Giving clarity about roles and expectations eliminates

confusion and improves work quality
Getting out of the way and letting talented
staff show you their stuff builds trust: