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Employee Voice: Resource or Time Bomb? (Organizational Context (Rookies…
Employee Voice: Resource or Time Bomb?
technological backdrop
social media = federal Stored Communications Act (SCA) guard employee opinions
National Labor Relations Board (NLRB): employees shouldn't be fired b/c of social media posts
opportunity to harness and channel employee voice (relationship building with stakeholders
r/wheredidthesodago
Employee Voice
for a long time, it was about voice as active dissent
Contribution to management decision making
Internal Mechanisms
: suggestion box, ombudsman, open door policy, dept meeting, lunch with CEO, newsletter, intranet, hotline, problem solving groups, attitude surveys
Public
: social networks, blogs, video, wikis, content communities
Demonstration of partnership
internal
: open door policy, dpt meeting, lunch with CEO, newsletter, intranet, hotline (bling), problem solving groups
public
: social networks, blogs, video, wikis, content communities
Articulation of Individual dissatisfaction
internal
: suggestion box/com, grievance com, meeting with HR, ombudsman, open door policy, email, hotline (bling), attitude surveys
public
: none (like maybe don't air your dirty laundry out for the world to see
Expression of collective bargaining
internal
: suggestion box/com, grievance com, meeting with HR, open door policy, dpt meeting, intranet
employees will use org-provided avenues if they feel like they will be listened to
Organizational Context
how much does attention will management pay to this message? How likely is the message to be addressed? Will they put me on the shit list for bringing up these concerns?
"employee brand": image org presents to customers and stakeholders through employees
Rookies
preponderance of employees don't know/understand org's desired brand image
little/no animosity
actions: clarify desired brand, preferred voice avenues, and how employees should express voice internally and externally
Reserved & Strike-out orgs
employees motivated by perceived violation in psychological contracts
know image BUT they're unwilling due to breach
when employees don't trust leadership, they can't accurately assess risks of using voice and feel unsafe
All star orgs
message systems managed to effectively communicate desired brand
&
uphold psychological contracts
employees highly motivated to promote image; trust org; feel safe in voicing opinion
ULTIMATE GOAL: keep negative messages inside and air positive messages publicly
Managing Employee Voice!
woo
provide proper org context
there's a great story that could totally apply to DCDSS
airline built trust through hotline: guaranteed response w/i 48 hours with one of three responses: (1) "Yes we'll do it", (2) "no but here's why"; (3) we need to study the issue and will get back by this date"
employees will have to see several examples of people speaking up w/o repercussion before they trust it
give proper guidelines for what is (not) appropriate)
design voice mechanisms that are consistent with voice purpose
contributing to management decision making
ALWAYS RESPOND WITH FEEDBACK JEEZ like I know ur busy but it's ur job
demonstrating partnership
accomplished when employees perceive themselves as partners
internal and public
articulating individual dissatisfaction
mechanisms must be readily available and easy to use
option for anonymity!!!!!
expressing collective bargaining
clear grievance procedures
