For any company, establishing positive employee relationships can attract and retain excellent employees, improve employee productivity, increase employee loyalty to the company, enhance work morale, improve company performance, and reduce Absenteeism, absenteeism. Increased employee absenteeism increases business operating costs due to loss of employee benefits, supplementary staff, training and performance. Increased employee turnover increases business operating costs due to recruitment, training and performance losses. Establishing harmonious employee relations is an important aspect of corporate culture construction and an important aspect of a good corporate image. Harmonious employee relations are the lubricant between superiors and subordinates, between colleagues at the same level, and between different departments. It is one of the important means to motivate employees and reduce work pressure. It is conducive to communication between employees and is also a way to cultivate and It is an important means to strengthen employees’ team awareness and spirit of equal cooperation. Some well-known companies, such as Avon, IBM, Procter & Gamble, etc., have employee relations managers who are responsible for the management of employee relations. [Edit] Employee relationship construction goals

The construction of employee relations usually has three important goals: 1. Building and conveying corporate culture. 2. Create a pleasant and harmonious working environment and good employee relations. 3. Transfer feelings from superiors to subordinates, and upload feelings from subordinates to strengthen communication and understanding. [edit] Factors affecting employee relations

Some managers believe that positive and correct evaluations of employees are the basis of employee relations plans. These programs are effective to a certain extent, but they are not at the heart of employee relations. At its core, employee relations is an ongoing relationship-building process. Businesses will take time and effort to build. If an enterprise wants to establish positive employee relations, it must first clarify what factors affect employee relations? Management measures are then formulated based on the influencing factors to improve employee relations. 1. Communication is the most important factor affecting employee relations. If the company's communication channels are not smooth and there is a lack of necessary feedback, it will cause many conflicts, which will lead to a decrease in employees' work enthusiasm and enthusiasm, and affect work efficiency. Continuous two-way communication will enhance employee relationships, reduce conflicts, and increase employees' trust in the company. If employees do not trust managers, upward communication will be hindered; if managers do not trust employees, downward communication will be affected. 2. The manager's management philosophy affects employees' beliefs about the company and the manager's motivation, which in turn affects employee relations. If employees do not support or understand the manager's moral philosophy, they will indirectly question the manager's motivation. This will create stress among employees, which will in turn affect their work performance. It will also affect their beliefs about the company. In employee relations, beliefs are more important than reality. Employees will perform their job responsibilities based on their beliefs about the business and employees should be clearly informed of the true realities of the job, although sometimes this may not be appropriate for management or employees. Employees' beliefs, whether correct or incorrect, and their uncertainty will affect job performance. Good communication will ensure that employees’ beliefs are connected to the realities of the business. In addition, paying attention to and caring about employee emotions related to work issues is one of the important parts of establishing employee relations. 3. Conflict is the direct cause of negative employee relations. Conflict is a social psychological phenomenon when a work group or individual tries to satisfy their own needs and causes another group or individual to suffer setbacks. Intra-enterprise conflicts manifest themselves as fierce battles caused by incompatible views, needs, desires, interests and requirements of both parties. Conflicts within an enterprise can occur both between individuals and between groups. For example: conflicts between upper and lower power levels, conflicts between departments at the same power level, conflicts between functional departments and front-line teams, etc. Businesses must resolve conflicts to avoid undue pressure that negatively affects employees or performance. 4. Unclear managers’ expectations for employees will increase employee pressure and affect employee relations. Employees need to know what managers expect of them. Employees don't like to get special surprises. Knowing what managers expect will greatly reduce employee stress at work.

Two-way communication means that the direction and status of the sender and receiver of information are constantly changing, and feedback will be received immediately after the message is sent. The biggest advantage of two-way communication is that it can achieve truly effective interpersonal communication. It can make accurate judgments about things from multiple aspects. At the same time, it can enhance mutual understanding and deepen feelings, especially it helps to understand employees' thoughts and emotions. mental state. The content of communication includes not only facts, but also thoughts and feelings. In the process of exchanging thoughts and sharing feelings, both parties in the communication have invisibly deepened their understanding and trust. Therefore, communication is not only an important means of information transmission, but also the main method of establishing good employee relations. There are generally three forms of communication in enterprises: First, new employee orientation. This kind of communication can help reduce the insecurities and worries new employees feel when they first enter the organization, thereby reducing initial turnover. Second, meetings. This method of communication is very common in businesses and helps disseminate information faster. But when used to exchange information between employees, meetings are often not a good method, especially if employees' contributions are likely to be controversial. Third, conduct it through the company’s publications. This method may be a primary communication tool, but it is not the only one, and it may not be the most important one, as company publications are no substitute for face-to-face verbal communication. Fourth, employee feedback. For example, regular employee attitude surveys and feedback can be used as a tool to predict employee dissatisfaction that may lead to performance issues. If employee feedback is to be solicited, employees need to know how the feedback will be acted upon. They need to understand the process and know whether their feedback plays an important role in corporate decisions. 5. Treat employees fairly and respect them. When formulating employee reward and reward systems, companies must treat employees fairly and respect them. There are many ways to reward employees. One way to do this is by establishing a formal reward system to ensure employees are rewarded. If the reward system is implemented properly, employees will feel that they are being treated fairly, which will increase their motivation at work. Reward programs should not target only certain employees and exclude others. Employees will easily detect corporate favoritism. Businesses should carefully design compensation as any form of compensation or reward should be attractive to employees. Only in this way can employee satisfaction be increased and employees better motivated. 6. Establish an Employee Assistance Plan (EAP). EAP, also known as employee assistance project or employee assistance project, is a systematic service project set up by the organization to help employees and their families solve occupational mental health problems. It is a psychological service project funded by the organization. A type of health service. The purpose of the employee assistance program is to help employees solve their life and work problems through systematic demand discovery channels, such as: work adaptation, emotional problems, legal proceedings, etc., to help employees eliminate obstacles, improve adaptability, and ultimately enhance corporate productivity. Businesses should provide employees with information about employee assistance programs and encourage access to services when needed. This plan should be taken as seriously by businesses as any other plan, such as a health plan. For example, the goal of the EAP (Employee Assistance Plan) formulated by TSMC is to pursue both material and spiritual aspects, and strive to create a comfortable environment that integrates work and life. For example, the company has set up a 24-hour open space where employees can relieve work stress.