“25 Year Cycle Big Idea” for
Strengthening Employee Relations
so as to Drive Engagement,
Productivity and Profitability
HR Specialty Products & Services Catalogue Executive Summary
A No Frills Distillation of Vendor’s Marketing Collateral
Thomas A Ference
President & CEO
Human Resources Mining & Distribution Co
Locating, Validating and Accelerating HR Innovation
Office: 219-662-0201
Cell: 630-240-2583
Fax: 219-661-0236
e-mail: tference@hrmdco.com
Website: www.hrmdco.com
Continuous Employee Relations Improvement Process
• In most organizations, communication is management centric creating a top down,
“we vs. them” employee relations environment causing employee mistrust, ill-gotten
rumors and a lack of employee input for improving the workplace conditions
• This management-driven process consists of 5 simple to use and understand yet
highly effective modules that have been developed based on 40+ years of employee
relations experience designed to learn about and address what employees want
• The modules reverse communication flows by making them employee centric with
an overarching goal of making the organization a “better place to work “.
• They include company information sharing meetings, one-on-ones to develop
mutual trust, employee performance influencing, early warning on workplace issues
from identified opinion leaders and solutions teams to solve workplace problems
• Concise reports allow HR to monitor progress and compliance with modules as
designed
• Increases in employee engagement, retention and performance, helps maintain union
free environment, reduces employee litigation, optimizes employee’s contributions
and makes supervisors confident leaders of people
Yesterday’s Paradigm vs. Tomorrow's Model for Success
Yesterday
• Irregular and impersonal top down
management communication
leaving employees wondering
• 50% of supervisors admit they are
not making time to manage
employee performance
• Companies lack process to keep
finger on pulse of the workplace
allowing room grapevine and illgotten rumors
• Innovation is left to a few with the
majority of employees feeling left
out and disrespected
Tomorrow
• Face-to-face group meetings so
employees understand their role, dialogue
about new solutions and suggest ways for
a better place to work
• Supervisors made available to know
employees as individuals and vice versa
resulting in mutual trust & bonding
• Employer’s ability to fix the small things
raises management's image and creates a
positive grapevine as messages spread
• Innovation solutions on workplace
problems coming from suggestions made
in cross functional face-to-face group
meetings
5 Ongoing Modules
Modules
How it Operates
Purpose
Expected Result
Management
with
Employees
Representative / cross section of 10 to 15
employees meet face-to-face with location
managers to learn about company , dialogue
on issues and make positive suggestions
Communicate company
information
Increased employee
engagement
One-OnOnes
Each supervisor meets rotationally with 5%
of employees per month individually to learn
about each employee and allow employees to
learn about supervisor on a more personal
basis
Build mutual trust
Reduce turnover and
allegations of favoritism
Performance
Improvement
Positive joint effort between supervisor as
performance coach and employee to diagnose
and metric performance improvement
Build employee
receptiveness
Incremental and sustainable
performance improvement
Opinion
Leaders
Get to know key opinion shapers and conduct
regular two way dialogue with them
Keep's management's
fingers on the pulse of
workplace
Early warning on workplace
issues
Solution
Teams
Cross functional and representative groups of
employees meet with managers to solve
increasingly difficult workplace issues
Solve workplace issues
Cross functional groups lead to
innovative solutions
Continuous Process
Management
Solution
Team
Opinion
Leader
One-On
Ones
Performance
Typical Implementation Timeline
Management
Weeks 1 &2
One-On Ones
Weeks 3 & 4
Performance
Month 3
Opinion
Leader
Month 4
Solution
Team
Month 6
Next Steps
• This product/service is contained in the HR Specialty Products
& Services Catalogue™
• Operational level details about this particular service provider
can be obtained in conference with the vendor
• The HR Mining &Distribution Co. is an independent and
contracted representative of the vendor
• Upon your request, we will arrange for an introduction that can
range from a simple, quick conference call to a services
overview / system demo
• Tom Ference 219-662-0201 (Chicagoland area) or
tference@hrmdco.com
• Thank you for your potential interest in this fresh thinking