Hear’s A Solution
Talking about work doesn’t have to feel like it. Quicker than a lunch break, check out our new podcast as we help you navigate the murky waters of employee relations.
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Episodes
Tuesday Jan 10, 2023
Tuesday Jan 10, 2023
In Episode 2 we discussed quiet quitting and how we feel that it might be too simple of an answer to potentially poor working conditions. It also feels wrong to make a blanket statement that the actions of employees or the creation of boundaries as the employee's fault that we need to label as a social movement. We discussed creating opportunities for employees and employers to communicate, creating expectations, and then reviewing the rules and regulations around those expectations. However, we didn't dive into the HOW of having those difficult conversations, so that is the goal of this episode. We get a little personal, sharing stories and experiences with our difficult conversations; looking at one of the most critical difficult conversations that can take place between employers and employees is around feedback, especially if it concerns course correction or performance improvement.
We will be diving into feedback in future episodes and hope that if you have any ideas or questions about this topic you connect with us podcast@emilyshandruksolutions.com
Monday Dec 12, 2022
Monday Dec 12, 2022
Is it wrong to do the job you were hired to do?If you are asked to do more, is it wrong to ask for additional compensation?How do you, as an employer, retain good employees?
Coles notes we recommend that you not just show empathy but listen and collect the critical information needed to learn what your employees need to feel engaged at work. Could it be more flexible work hours? An iPad? Also, employers must prioritize creating an environment where workers feel safe speaking up and sharing when they have concerns. Quiet quitting could mean employees don’t feel safe speaking up, so they will stay silent until they find another workplace.
What we mentioned:
Quiet quitting, according to Joyce Odidison, a workplace wellness expert: https://winnipeg.ctvnews.ca/what-is-quiet-quitting-and-why-are-employees-doing-it-1.6053706
Changing the Conversation by Dana Caspersen: https://danacaspersen.com/book/#:~:text=Changing%20the%20Conversation%3A,an%20opportunity%20for%20positive%20change.Elaine Alec: https://www.elainealec.com/cultivating-safe-spaces
Monday Nov 28, 2022
Monday Nov 28, 2022
In our inaugural podcast, we share a little about everything and anything that has to do with Emily Shandruk Solutions, Employee Relations, and our pink microphones.
What do employee relations even mean? It refers to a company's efforts to build, strengthen, and maintain positive relationships between employees and employers. This can often be confused with HR or human resources, which focuses on managing and developing employees, recruiting candidates to join the organization, managing payroll, and enforcing various company policies. By acting as a liaison between employees and management, those in Employee relation roles can focus on improving the employee experience by listening to feedback and providing emotional and professional support to employees.
We invite you to learn a little more about Emily Shandruk, and Chelsey Lokstet and why we decided to record ourselves. You can learn more via our website at www.emilyshandruksolutions.com
What we mentioned:If Books Could Kill: https://podcasts.apple.com/us/podcast/if-books-could-kill/id1651876897
Maintenance Phase:https://podcasts.apple.com/us/podcast/maintenance-phase/id1535408667
Watch What Crappens: https://podcasts.apple.com/us/podcast/watch-what-crappens/id498130432
Employee Relations: How can we help?
On average, we spend a third of our life at work, approximately 90,000 hours!
That’s a lot of time with employees, managers, and coworkers. Workplace conflict is a unique situation that arises between coworkers, departments, and locations for various reasons. While workplace conflict is not necessarily negative (it can lead to differing opinions, creative solutions, and people coming up with new and innovative ways to approach situations), the road to success is not as clearly laid out as the yellow-brick road.
Guidance or assistance through workplace conflict is often the leverage an organization needs to be successful.
How organizational change is approached, from staffing to policy or procedural changes, can negatively impact your institution if not approached correctly. Therefore we offer additional consultation services when working through change management situations. Our solutions keep you in the driver's seat, as we want your organization's leaders to stay at the helm while changing. We see our solutions as an extra set of lungs, helping to keep the sails billowing while you steer the ship.
Learn more HERE