I expect the answer will vary among different HR managers. According to our guest speaker, the most-heard employee complaint is: “That is NOT fair.” Often times, employees do not feel they are treated equally because they misunderstand their managers, regardless of whether they have a valid complaint. In this case, effective communication can help.
In Sheraton SU, for example, the Housekeeping Manager holds a pre-shift meeting every day to ensure that management’s expectations are effectively communicated in the department. The manager is perceived as a “tough guy” with high expectations, but because of effective communication, people in the department feel they are treated fairly (and toughly), and they have very few complaints. As a matter of fact, employees in the department also nominated the “tough guy” as an outstanding manager.
What if a manager cannot host a pre-shift meeting every day? Are there any other remedies? Will an open door policy help? How about adopting a social media strategy for internal communications?
I understand that there are organizations and managers still feeling reluctant to implement any social media strategies because of the privacy concerns, but the truth is not every social media tool is designed for public communications. A good case in point is Yammer. Even the most popular social media tools, such as Facebook groups, blogs (with restricted access), and Twitter (with restricted access) can be used for “private” communications. Social media itself is not a bad thing; it turns bad when a person or an organization does not know how to use it properly. In my opinion, social media is just another means of communication.
What do you think? Can social media be used for internal communications? How so? Are there any cases where companies use social media in dealing with employee relations and complaints?
The picture was downloaded from http://3204group7.wordpress.com