Why have an employee strategy?

Long-range planning of the “employee experience” can seem daunting, sometimes to the point of disregard.

That is understandable. After all, just what does an employee relations strategy even mean? Is it a review of every touchpoint in the employment relationship? Is it taking an inventory of pay, benefits, and work rules and a declaration that “Well, we have a plan!”?

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Consider this: You can positively influence crucial business metrics when you pay attention to ER measures such as retention and turnover costs; litigation avoidance; encouraging new idea generation; enriching compensation; remaking union free, and personalizing brand reputation. How? By placing employee relationships on an equal executive footing with operations, marketing, and finance.

A 360° ER strategy might include employee feedback mechanisms, executive access opportunities, internal complaint resolution, mentoring programs, career pathing, succession planning, or cross training. These are the tools you can put into play over and above the basics of pay and benefits.

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Chances are you already are doing positive things for employees. However, you might not see them as a cohesive or strategic program.

This is where HRR comes in. We review your current programs, discuss your views, budgets, and desires. We identify gaps and costs.

With your input we will organize and prioritize an ER approach for the employee side of your business - an executive plan that you can easily implement and, most importantly, easily maintain and build upon.

By the way, purchased off-the-shelf programs yield little that is useful. So we don’t have canned packages. We personalize and tailor an ER strategy to your needs, including communications media.

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Contact us at any time. There are no obligations, of course, until you say "go."