To almost every business owner, securing their labor workforce and learning how to handle relationships with their employees are two key challenges, especially in their companies’ first growth cycle. How many times have you heard someone say, "That's unfair"? Without HR departments, many start-ups get easy to lack the knowledge of guidance on legal obligations, employee protocol and best practices, which leads to workplace unfairness and unhealthy environment. A fair workplace is in everyone’s interest, so just lay the foundation for positive relationships with employees. Today’s article will focus on workplace fairness and the role of HR professionals in dealing with this issue.
1. Workplace fairness
Millions of workers in a country rely on workplace fairness to know their workplace rights like hiring, termination, discrimination, wage and hour problems. Not to mention, they also concern managerial favoritism, equal recognition and overpay system.
At any time when your people realize that they are not treated as equal as they expect, the decision of whether should they stay in one place and progress over time or not totally depends on them. That said, your turnover rate as well as labor cost increase, which partly hurts your revenue and break the business continuity.
As an employer, what can you do to handle this?
2. The role of HR pros in dealing with workplace unfairness
Someone said: "Today’s workers are much less likely to stay in one job for their entire career, and some of it is attributable to how the employers treat their workforce”. Here are a few lessons for you to consider:
• Annual reviews: employees' expectations vary on age, position, and gender. You can't grasp all those pieces of information, so keep personnel reviewing annually. This is one practical way to stay in tune with the lines of open communication, examine whether job descriptions and workloads are a good fit and provide an assessment of employee engagement. Moreover, you will also have a chance to reaffirm that everyone received an equal opportunity to be recognized. Thanks to this way, many SMBs addressed concerns and reduce turnover.
• Fairly promotions: Many HR professionals encounter the challenge that "What can I create a sense that promotion is handled fairly?" Even though you tried a lot to fill in a position with a person deserving most, some of the other people will gossip about it. We think that you should send employees frequently, constructive feedback at least once every month as well as receive upward feedback to ensure this experience feels balanced.
• Offer a fair appeals process: Having employees' complaints heard by their managers really makes senses to them. Give them the opportunity to voice concerns or constructive criticisms about their daily work by creating a suggestion box where their letters are directed to the company's executive officers or the HR department and are shared only with them.
Workplace Fairness will continue to be a resource for many business discussions. To Faro, promoting best practices and fostering a productive and healthy work environment are our missions when collaborating with your company.