Employee Voice: Untapped resource or social media time bomb?
The technological backdrop
NEGATIVE: Organizations react in multiple ways
Blocking employee access to social media and adopting restrictive policies
Con: Doesn't affect their personal devices
Legal Recourse
Legal action has not worked within existing law
The Natl. Relations Board (NLRB) & Federal Stored Communications Act protect employee voice
NLRB: Employees can not be terminated because of a social media post
SCA: FB posts fall under it as it's electronic communications
POSITIVE: Organizations react in multiple ways
They can build employee voice and relationships w/ organizational stakeholders
Employee Voice: Purpose, Venues, Conceptualization
Four strands of thought (ALSO KNOWN AS PURPOSE):
Expression of collective bargaining
Demonstration of partnership
Articulation of individual dissatisfaction
Contribution to management decision-making
Venues:
Public Domain
Internal Audiences
Org. Context
Conceptualization:
When appropriate voice mechanisms are in place, employees are likely to use them IF they are acted upon
Employees assess a situation before deciding how to react
Will I be heard?
Will the message be addresssd?
Are there consequences?
"Employee Brand" (Mangold and Miles 2007)
Defined: the image an organization presents to its customers and other relevant stakeholders through it employees.
Can be positive or negative based on employee knowledge and psychological contract
Rookie Organizations
If they encourage employee voice, they are likely to receive high levels of engagement
Risks: Employees may not truly understand mission and values. CLARITY is needed also around brand image
All-Star Organizations
Employees understand mission, values, and brand image. They are highly motivated and feel safe voicing their opinions
Employees would feel comfortable using by public domain and internal voice mechanisms
Managing Employee Voice
Two goals: positive messages reinforcing brand image should be allowed in public domain, and messages critical or damaging should be funneled through internal channels
Organizational Context
Critical to influencing employee choice of voice
Employees understanding brand and feel psychologically safe are likely to follow org's voice channels
Psychological safety is increased when there are clear guidelines on appropriateness
Voice Mechanisms consistent w/ Voice Purpose
Critical to strategic management of employee voice
Factors include the venue: access, personal comfort, and other issues influence voice
Potential venues: problem-solving groups, attitude surveys, company intranet, collective bargaining
Demonstrate Partnerships to bring about positive context
Give space for dissatisfaction and ensure follow up
Listen and Respond
Internal: Pivotal for success. Provide feedback and allow for employees to express their concerns
Employee voice as org resource
True for both internal and external audiences
Employee voice as social media Time Bomb
Ensure proper internal and external mechanisms to ensure bomb doesn't explode
Establish effective mgmt tools: Purpose of voice, guidelines, support, and LISTEN/RESPOND