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Positive Employee Relations
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Why staff leave or form unionsTwo words Fear and or Frustration. When employees are subjected to managers or supervisors who are inconsistent with decisions and or application of corporate policy they tend to look for something else. Staff turnover costs a great deal; every dollar you spend on reducing the 2 F's as stated above will come back to you 10 fold. One of the most frustrating things employees face are managers who make decisions which are inconsistent with other managers and policy within the same organization. Many companies lose hundreds of thousands of dollars in turnover expenses and never really find out how or why this is happening. Employees are always open minded to suggestions that they make themselves through employee surveys, for example. Frustrating managers/supervisors cost you money. In order to be an effective or successful manager. |
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:: Speaking/Training |
:: Audits/Mystery Shopper |
:: Negotiations |
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When you find yourself coming up short for staff development, you need a professional. Most companies cut back when things start getting tight. That is when you want to ensure that your people are firing on all cylinders. You will want to work on their development so they feel they have a future and that you want to invest in them and not just blame them for all of the company shortfall. We have many training, development and assessment programs. Our (award winning)( "How To Make Your Business Unattractive To Union Organization" points out how easy it is to be the "Low Hanging Fruit" and how many companies make it so easy for Unions to come in and organize. Would you know if there was an organizer within your organization right now? How would you know? What would you do? Would you fall prey to the hundreds of traps designed by the Unions to get you into trouble with the Labour Relations Board? Within this web site is a portal to Union intelligence. |
An audit will point out and confirm your strengths, it will also determine the location of your weak spots. Audits cover every facet of interaction between employees, managers, and owners. Recommendations are made based over 30 years experience and investigation of more than 135 Union certifications. Employees who are promoted through the ranks, with little if no formal training as a manager are expected to be experts about every work function or situation. This expectation started as soon as they became a manager after moving up the ranks. But more than that, they have to keep employees motivated, focused, and resolve conflicts as they arise. They are usually expert in the day to day function but come up
short in actual employee management and development. |
Answer this question. If you were a golfer would you play a
professional golfer a round of golf with the prize being the control
of your company? Read More Why would you chance going against a Union negotiator who does nothing but negotiate collective agreements 5 days per week? Download a classic decision where a General Manager thought she could negotiate against a seasoned Union negotiator, click here You would be surprised how many companies and or managers believe that simply because they negotiate deals all the time for the business they can get the best deal in a collective agreement against a professional. The Unions love these people. Negotiating a Collective Agreement is a stressful time for any Company. Labour decisions may be made or agreed upon that have serious financial implications for the company and the damage may not be realized until it is too late. Companies are constantly exposed to employee issues which result in either the loss of valuable employees or employee dissatisfaction in the form of grievances through the Collective Agreement. A badly negotiated Collective Agreement will result in:
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