HR FOCUS


CREATE A ‘SPEAK UP’ CULTURE To enable you to better retain your employees, Gemma Harding,


Head of Corporate Services at telephone answering provider CALLCARE has collated some top pointers on how to develop better communication in the workplace.


Nobody likes confrontation, and many people will go out of their way to avoid conflict. At work, however, there are instances where people must voice their concerns, air grievances and speak their mind. Research from the CIPD has shown that more than half of line managers are not trained or qualified to handle ‘difficult conversations’.


In the spirit of transparency, employers should encourage team members to ‘speak up’. Without a solid platform on which issues can be raised, they can often be swept under the carpet only to resurface later.


56 | TOMORROW’S FM


TRUST COMES FIRST Employers should lead by example,


and ensure that staff can trust them 100%. Like any relationship, starting with trust as a foundation will go a long way in reassuring your employees that they can speak about anything that might be worrying them.


A big part of this is having an open- door policy. A boss, manager or general superior should be your go- to person if you need help with work or have an issue you want raising (a HR person or office manager are other alternatives).


If a member of staff feels they cannot trust an employer with sensitive information, or an issue that troubles them, then they will take it elsewhere or keep it to themselves. Trust not only has a massive effect on bringing up sensitive issues, it gives employees the confidence to pitch new, brave and exciting ideas to colleagues and clients. Following a clear, structured process is far better than one that is overly-complicated.


A ‘speak up’ culture will help lessen the stigma around workplace reporting, and alleviate any worries, concerns and issues. Once you


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