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Thank you very much all of you for your valuable input in answering this question.
Kind Regards
Zafar Iqbal
Mainly four ways the gap between employees and employer may be reduced where HR/Manager can play positive roles:
1. Arrange to delegate the authority to each level.
2. Coordinate in arranging weekly and monthly meeting between employer and employees.
3. Arrange monthly /quarterly cultural and sports program and ensures employer presence.
4. HR to play in bringing the participatory management.
By1 thing always making a Monthly meeting to all the company even for minutes to make all the company Inter-act together and know each other more , which will lead to open new communications channles not only with HR but witl all the companies sections as well.
an manager will always open minded then the employees feel like to share their greevances and problems faced within the organisational environment, then on that basis consulting should be arranged with them, then the manager can get the platform to take the remedial action at the right time,then employees feel like as a part of our organisation. it will create direct approach for evey employee it will get the satisfaction and commitment of their work in a good manner, then the productivity increases, cost decreases, it ensures quality product delivered at the right time and at the right place, thats why to create an organisation can remove the gap between them.
1. Organize staff meeting.
2. Organize picnic.
3. Comfortable work place.
4. Organize training to teach the organization values, products and serivices.
1- Hold Monthly meeting for what is expected vs what is actually done
2- Employer should Convey to employees what is important for organization and management.
3- Employee should care the policies and obey the norms set by employer.
4- Arrrange employee enagement programs like games, family day, cultural day to better understand what employees expect from organization
Dear Friend
Unfortunately very little . The Gap between employee and employer is more of a cultural issues. While others in the forum has given you clues on the activities which by itself will just be a 'flash on the pan' while what you require is a 'Beacon' that will keep glowing inspite of flux of people/employee, time ....
So here is the Talisman for bridging the Gap :
You will have to address all the7 S ( beautifully mentnioned by Mckinsey) ..
What is the management Style ? is the style perceived as conducive by employeee ..
What is Structure in existance ? is it hierarchial or flat
What are the Systems in place ? How does the communication flow
The nature of Staff in the workplace? demographies .....
The Skills competency levels of employees right from top to bottom
TheStrategy-The strategy adopted by the top team
The Shared Value - Is there something like shared value which binds people together ?
when all of the above work in synergy & tandem , the organization will work as well oiled machine . So much communication happens even without communicting . And you don't even need a 'bridge' as no gap exists.
When you don't address the above & have a management buy in affect the changes . The impact of all the Games will fizzle out.
In my point of view, HR should arrange sort of meetings between employer and employees at least once in a quarter, Giving employees an update on growth of the company and update if there are any change in management policies during the same keep the forum open and interactive so the employees can ask questions and know more about the future growth of the company
Another way i guess is to arrange sort of sports meet, long service award and anual day. where employees get to meet the employer frequently and that would build a kind of bonding and trust mutually.
By Highlighting emplyees skills
By arranging frequent Get togethers
Convincing Management to reward appropriately
HR Director/Manager can bridge the gap among employer and employee through;
