Employee Relationship Management

I fix leadership and management problems. I work with people who recognize that unless they relate to their employees, their employees’ daily work will suffer and they put customer loyalty, employee retention and their profits and compensation at risk.

My clients understand that their employees’ attitudes and beliefs drive their behavior. Employees make daily decisions whether to tweet, web surf, or complain to each other, or to be engaged, energized contributors to the organization’s key performance goals.

Unless leaders understand their employees and respond appropriately, they won’t get the most from their people. While Customer Relationship Management(CRM) is becoming commonplace for many, leveraging Employee Relationshipsis a new concept. Great leaders help their employees create more value for their shareholders and improve customer and employee retention. I help my clients improve their ability to manage by understanding the employee perspectives and taking action to help employees create value.

Consider each of the following questions and rate your organization with a YES or NO answer.

1.Do the customers you want to keep leave and the ones you’d like to lose keep showing up? Y_____ N_____

2.Do you have employees whose performance frustrates you and you don’t know how to best address the matter? Y_____ N_____

3.Do you wish you knew your employees’ perceptions and how to attract and effectively communicate with them? Y_____ N_____

4.Do you have ineffective teams but you don’t know why or how to fix them? Y_____ N_____

5.Are your employees not following their leaders? Y_____ N_____

6.Are you frustrated with HR’s inability to fix the above? Y_____ N_____

YOUR SCORE: Yes _____ No _____

About Your Score

If you answered “no” to every question, your employees are likely aligned, engaged and energized to delight your customers, fellow employees, and make you money.

On the other hand, “yes” answers can be indicators that employees are acting - based on their beliefs and attitudes - in a way that will not lead to success. Any one of these could contribute to a workforce that is not engaged, and spends time and energy in a way that is counterproductive.

The news is not all bad. Now that you are aware of a potential area of concern, each “yes” can be an opportunity to take corrective actions. Taking well-informed actions and holding people accountable to behaviors that will correct these issues is the best way to solve these problems and help you to reach your retention and profitability goals.

ECM acts as a guide to help your leaders and managers take these actions. We cannot take them for you, but can help address the why’s, what’s and how’s for each of them.

ECM can help you understand the beliefs, plan and implement the corrective actions for sustained improvements. You and your employees can thrive in these competitive times, while establishing the foundation for better times.

We can help. Contact ECM today to schedule a simple phone analysis and consultation.

Make the most of your most important asset: your people.

Consider why employees underperform and whether your leaders and managers do what can be done to improve performance. We have seen and helped our clients with the following root causes:

1.Inadequate capability. Maybe they lack the skills, tools, or experience to do their job effectively. Is training really the total answer?

2.Poor job fit. Maybe they are in the wrong job. What are the indicators that they should they be moved, and to what position?

3.Unclear goals and accountability. Has the assignment been communicated and reinforced effectively to enable the employees to be successful? How do they feel about their work?

4.Poor relationship with their manager. Is there bi-directional communication? Do your employees feel heard? Valued?

5.Poor relationship with co-workers. Are there cultural or personality differences? Are there accountability issues? Again, how would you know and what do you do about them?