Employee Management describes the relationship between employers and employees - both the relationship between employers and individual employees and collective relationships.
Individual voice channels are very important. But collective channels, that use union and/or non-union representatives, give employees a combined voice that can complement and reinforce individual channels.
Informing and consulting the workforce is a core people management principle. If done well, it provides an effective mechanism for dialogue between management and workers, including through their elected representatives. This provides senior management with the opportunity to impart important information or plans to the workforce and gain buy-in. For their part, employees can exercise their collective voice, an indirect channel via their representatives, to make suggestions, ask questions or raise concerns.
Employee management responsibilities
- Encouraging Employee Engagement – this can be achieved through community-building activities, advocacy of a life/work balance, incentives and rewards, professional development opportunities.
- Improving Workplace Communication – examples include establishing policies and encouraging transparent exchanges. Improvement of communication is encouraged on a school or trust wide scale and a personal level.
- Settling Disputes and Conflicts – being responsive to resolving conflicts at an early stage to avoid the matters spiralling and negatively influencing/impacting on others.
- Overseeing Health and Safety Procedures – promoting awareness of risks, ensure adequate training, first aid and trust wide training will support employees to feel safe in their environment.
- Policies – having clear accessible policies in place will provide transparency within the school or trust and ensure employees that there are clear process and procedures to follow by all parties. This also ensure that employees are clear of the organisation’s expectations.
- Communicating with Trade Unions – this provides a mechanism for dialogue between workers and employers, which helps build trust and commitment among the workforce and ensures that problems can be identified and resolved quickly and fairly.
- Monitoring Overall Employee Morale and Performance – opportunities for reviews and feedback both anonymous and face to face can ensure employee can raise concerns at an early stage and to provide positive feedback. This will help to identify and prioritise any areas within the trust that may need to be addressed.
Why employee management is important
Without employees, an organisation could not function, and schools will want to retain experienced, productive and valuable employees for as long as possible. To do this, employees must be happy enough that they will not—or at least will remain less likely to—leave the organisation.
Benefits of effective employee management
Employee management encompass various aspects, including communication, conflict resolution, and employee well-being. Employee management is key to building and maintaining positive relationship within the workplace and the benefits are:
- Productivity and Performance: Positive employee management, leads to higher productivity and better performance. When employees feel valued and supported, they are more motivated to excel in their roles.
- Retention and Loyalty: Good management reduces turnover rates. Employees who have strong connections with their colleagues and supervisors are more likely to stay with the school or trust.
- Conflict Resolution: Effective employee management helps address conflicts promptly. Open communication channels allow for resolving issues before they escalate.
- School/Trust Culture: A healthy work environment fosters a positive organisation culture. Employees who feel respected and heard contribute to a better overall atmosphere.
- Legal Compliance: Proper employee management ensures compliance with labour laws, regulations, and policies, minimising legal risks.
Conclusion
A trust with a positive relationship between and among management and its employees may see both the retention rates and overall productivity soar. Both things have a tangible impact on the organisation’s value and indeed play a key role in determining the success of the trust.
If you’re looking for support in any aspect of managing your employees, or interested in learning more about our HR support, please talk to us.