Determine HRM’s proper course of action in employee voice activities
Introduction
Various organizations employ the use of tout-open-door-policy, which has been useful in offering encouragement to employees to air their issues and challenges while also getting appropriate feedback. Even if there is the use of these policies, the employees may be fearful of airing their problems because of possible repercussions that will arise from top-notch managers. However, companies that listen to their workers receive a significant number of benefits, primarily when their employees interact with their customers (NUS Business School., 2017). When employees decide to keep problems to themselves or hold conversations with their level employees, companies will end up missing how they can deal with customer issues and carry appropriate improvement to ensure efficient operations. As such, this paper will delve into the course of actions that the HRM can use in enabling employees in employee voice activities.
Encouraging an increase in employees-centered leadership style
The employee-centered leadership style has a critical role in ensuring that employees provide their issues to the human resource manager. As such, there is a significant relationship between the employee voice and authentic leadership style. The companies are employing traditional leadership styles, such as authoritarian one need to involve the employee-centered leadership styles in their plans. It will be useful in encouraging employee voice, where they will be feeling sincere and honest to themselves. The organization will also benefit as the employees will be developing desirable behaviors. Hence, it creates the need for top-notch leaders in providing voice mechanisms in decision making.
Use of formal channels even though they are not adequate
The voice mechanisms need to be confined to a single channel, which will influence the perception of employees to air their issues and get feedback. The use of formal channels is essential for secondary purposes. It enables employees to participate in the management of committees in organizations, which will allow them to provide issues they are facing for them to be solved (Huss, 2016).
Provision of information in none hierarchical way
The employees will not develop a loud voice when only leaders are allowed to sit in their ivory tower—as such, improving the level of confidence ensures that the employees become comfortable and start airing their opinions about the current state of an organization. In this regard, the plan is useful in developing a dialogic culture in the company where the decision-making process will be shared not only by senior leaders but also by the employees.
Conclusion
Employees’ voice implies that they can communicate their issues to the employer and get adequate feedback to boost morale. Matters that affect their life at work will be addressed. Besides, employee voice is useful in building an open trust and lasting relationship between the employees and the companies, which will ensure the organization’s success.
References
Huss, S. (2016). Five beautiful benefits of giving employees a voice. Retrieved from http://blog.arkadin.com/en/5-beautiful-benefits-of-giving-employees-a-voice/.
NUS Business School. (2017). Speaking up or staying quiet: Understanding employee voice behavior [Video file]. Retrieved from https://www.youtube.com/watch?v=oA5hGKE3EZE.