How can organizations build strong relationships with their employees?

Friends, today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. Employees want to know their employer cares about their opinions and concerns. If you're going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Create employee participation teams. The more the employee interacts with other members of the team, the greater the employee will be linked with the organization.

cause employee is the ultimate person who is working and he will know what exactly to be done, not necessary to just start of implementing the ideas of the employee, taking down all the employee's ideas from the employee's who really want to improve his as well the employers work force, having discussions committees to discuss the pros and cons of the idea suggested by their employees and if good enough then start implementing it, hence the employee feels happy and will have more interest in working for him as well as for the org & in turn the company will do well to reach its peak......THX for reading......:)

With good working conditions and job satisfaction any organisation is bound to have a strong relationship with it employees.

According to me, for employees to work together effectively they should be given the freedom in their work, they must understand group and individual goals. When the freedom is limited, work inefficiencies, lower work quality and low employee morale often are the result. Lack of goal clarity often is misidentified as an individual performance issue. This leads to blame, conflict and increased turnover by frustrated employees who are working hard but not getting the results the organization expects. So the employees should be given the ownership to their work so that they will not blame others or the organization.

In today's turbulent environment, employee engagement is the answer to most of the HR problems. There is always a gap between what you think as an organization that you have done for th employee and what the employee actually feels about. Now feelings are not necessarily based on facts an employee can feel bad for anything that has happened to him or her years ago and he still feels the grudge.

So its very important that you know how the employee feels about the organization, my best guess is just asking a simple question would you recommend your very good friend or your very close relative to work for your organization for a life time?

If the answer is yes then there is strong employer / employee relationship 

Unfairness hurts. And it hurts a lot. An employer can be strict and demanding and the employees won't mind. But if it is unfair they won't tolerate.

Corporations need to offer three things to the employees: Autonomy, Mastery and Purpose.

Autonomy as in being able to the job the way the employee wants it to do, and not by being told and looked over the shoulders by someone. The organizations need to build smart systems for unobtrusive supervision and support for the employees, and let them be the masters of the own work world.

Mastery as in acquisition of skills and expertise in one's own field, through developmental opportunities. The organization needs to create an environment where all employees are encouraged to learn continuously, and become masters of their own domain.

Purpose as in the greater thing, beyond the day to day transactions of the job. The employee should feel that they are part of something important, something which they do will have impact in the overall scheme of things in the community, the nation or in the world. It is embodied in the rhetorical question that Steve Jobs famously asked John Scully: Do you want to spend sugarated water for rest of your life, or do you want to change the world?

Too many organizations today depend on wages and incentives to retain and build relationships with employees. But, money is only hygiene, and does not work beyond a stage [which we may call 'Maslow's Basement'].

Check out this video http://sundayposts.blogspot.com/2009/08/note-on-bonus.html where Daniel Pink, Author of The Whole New Mind and The Free Agent Nation discusses money as against the other forms of incentive.

Friends, I believe this is the time when we need people to be creative and innovative and come up with new solutions. Permanently anxious staff will not come up with new solutions. Solutions are not found in a bunker. So the organization should look after that the employees are working stress free. This can be done by creating humors environment which helps them to relieve stress and work clearly towards what they need to. 

I think best way to ensure employee feels warm and nice towards the organization is to make each one feel wanted. This need not be huge, but can be in small ways, but really effective and remove irritants in daily life - e.g. allowing employee to drop child in school in office cab on way to office. Simple, not very expensive but needs lots of thought and creativity. Even a serious and sincere attempt to help ease defocusing matter would go miles to establish a relationship with employees.

Look for and accentuate the positive qualities in others. Humbly acknowledge the difference that people make to your life. Validate them by expressing your appreciation for their life and their contributions. If you let someone know that they are valuable and special, they will not forget you. Showing gratitude and encouragement by words and actions will strengthen the bonds of any relationship.

I feel that management should give a chance or opportunities to the employees to utilize there abilities to reach their goals. 

One way of increasing employee relation is to give them the voice to raise their problems, help them if they are facing some problems like if employee has problem of traffic at peak hours then flexi timings should be provided. This will increase his efficiency and build a trust between the employee and employer. Appreciation if not in the form of rewards but a single mail can motivate him to work even hard. Recognition for the work acts a multipier to involvement of the employee in the project.

If once ur boss keeps his/her hand at ur shoulder i bet u vil b much more loyal to him/her.

So keeping simple way to express can b a gud way to build strong relationship. After all v r humans: 

Preach trust, and be worthy of their trust,

Treat employees with respect,

Periodically admit your weaknesses,

Keep your promises,

Support your team,

Lead with your heart,

Create growth opportunities,

Don't just act interested, be interested,

Say thank you,

Be an open communicator.

Its a word of PR  "KISS - Keep it Sweet & Short"

The only LIVE way is through efficient HR executive rest are strategies...........

www.shashikantdabral.webs.com

working place should have give chance for everyone.

and this should come strongly from Top management of any organization and not the other way around . I personally feel the day when an employee could feel any of the reporting manager or senior as a family member of a second family (professional off course), this topic will automatically get vanished.

Guys I think management should use the Extrinsic motivational toolsand create enviornment for Intrinsic motivation for their employess and they will themselves find there teams achieving sucess in the tasks given.

organisation can build a good relationship with employ by using its good  HR policy because it is a main factor which affect employ directly . there are some other factor also like communication between employ and management which helps to increase job satisfaction and help in making good relationship between employ and organisation

Treat as friends rather than a employee

Timely recognition to employees: This makes a lot of difference.

Continued support in terms of promotion, increment in salary and giving more responsibilities mean a lot to employees especially High potential Employees because Even in a tough economy, high-potential employees have other opportunities

Open communications with employees and Joint decision making should be followed on a weekly or monthly  basis particulary during these challenging times

I feel that everyone is in search of identity. Every individual constantly in search of a face for himself. Pay him any amount of money and give him no responsibility, he wont be happy.  Though money is important, feeling of importance weighs equally in the order of priority. I personally feel great to say to my kid, "Dear! I was in a board meeting to discuss our overseas project. Sorry for not picking you up".

All the ideas expressed here can help organizations to buid strong relationships with their employees. I would only add a suggestion: to provide employees a clear professional development path. If employees feel secure about their professional future in an organization, there is a high possibility that they feel motivated to stay in it.

see to support my idia i have a live example . there is a compnay name as IGATE what they do is the meet there imployees as many times as they can and do meetings with them sometimes they as for the problems and other the provide solution to them actually in the  industry like ours satisfaction is important but there are other things which are more important one of them is employee care they should feel that the compny is worried about them. when we are able to show such care to employees there will be no means that the relation of organisation with their employees could be broken. so according to me this is how we can keep our employees with us.

Employers should respect employees and make them asset to the organization and respect their ideas and provide infrastructure. Dont feel as boss and make one of his brothers.