How to Improve Employee Relations - Real Talk, Real Strategies

Let’s face it - building better employee relations isn’t just some fluffy HR buzzword. It’s real work that delivers real results. Happy employees aren't just more pleasant to be around (although that helps) - they're significantly more productive, innovative, and loyal. In fact, Gallup found that employee burnout is responsible for $322 billion in global turnover and lost productivity.

This underscores that employee well-being isn't just a perk; it's a critical component of engagement and performance. So, whether you're managing a team, leading HR, or developing workplace policies, this guide will provide you with fundamental strategies - and a few laughs - to help you improve employee relations in the workplace.

Why Employee Relations Are the Glue Holding Your Company Together

Here’s the deal - improving employee relations isn't just about avoiding lawsuits (although, yeah, that’s a perk). It’s about building a workplace where people feel respected, valued, and motivated.

Strong employee relations: 

• Drive productivity and innovation
• Reduce turnover - less money spent on hiring, yay!
• Improve employee satisfaction survey results
• Increase collaboration and teamwork
• Build loyalty, especially in times of change
  
  People don’t leave companies – they leave bad bosses, unclear expectations, and toxic cultures. When relationships are strong, people stick around. Simple as that. Creating a speak-up culture is a big part of that - when people feel safe to be real, ask questions, and call things out, trust grows and teams get stronger.

Common Pain Points - You’re Not Alone

Let’s be honest - no workplace is perfect. Every team, no matter how talented or tight-knit, runs into issues from time to time. Miscommunications happen, tensions build, and sometimes even the most well-meaning policies fall flat. But here’s the thing: ignoring those problems won’t make them disappear. Sweeping issues under the rug usually makes them worse. Left unaddressed, minor frustrations can snowball into major conflicts, morale drops, and trust erodes. The good news? 

Facing challenges head-on creates opportunities for growth, stronger relationships, and a healthier workplace culture overall. It’s not about having a flawless environment - it’s about building one where people feel safe speaking up, working through issues, and moving forward together.

1. Communication gaps - like when you thought there was a meeting at 3, but it was actually at 2, and now Karen's mad.
2. Low morale - your team looks like they’ve been cast in a zombie movie.
3. Unresolved conflict - Jane and Tom haven’t spoken since the great spreadsheet disaster of Q2.
4. Trust issues - leadership says “your voice matters,” but then cancels the feedback meeting. Again.
5. Poor feedback - "You're doing fine" might sound okay until you realize it means absolutely nothing.

Communicate Like a Pro - Not Like Your Uncle’s Facebook Posts

Want to know how to improve employee relations? Start with communication that doesn’t feel like corporate speech written by a robot.

Keep it human. Keep it honest. Keep it often.

• Team check-ins - quick, clear, and casual
• Open-door policies - actual open doors, not just the metaphorical kind
• Real-time tools - use Slack, Teams, or even a good old-fashioned face-to-face chat
  
  Creating a speak up culture doesn’t mean chaos - it means employees feel safe enough to bring up concerns before they turn into HR nightmares.

At HubSpot, leaders share weekly updates with the entire company - it’s not just transparency, it’s trust-building in action.

Feedback - It’s Not Just a One-Way Street

Feedback is like coffee - when done right, it energizes everyone. When it’s weak or nonexistent, nobody’s happy.

How can managers improve employee satisfaction with the feedback process?

• Be specific - not "do better," but "try this approach next time."
• Be consistent - not just at performance reviews
• Be open to feedback yourself - yes, even you, boss
  
  
  
  FaceUp makes this ridiculously simple - it’s an anonymous feedback tool that lets employees share what’s really going on. No fear, just facts. Think of it as a reality check with your heart.

Trust - Earn It, Keep It, Repeat

Trust isn’t built overnight. It’s earned through actions, not just words on a mission statement.

• Be honest about decisions - even the unpopular ones
• Admit mistakes - it won’t kill you
• Follow through - if you say you’ll fix something, fix it

Patagonia nails this. Their values aren’t just printed on the walls - they show up in their policies, benefits, and transparency.

Recognition - Not Just a “Nice to Have”

Want to improve employee relations in the workplace? Start saying “thank you " often, and like you mean it.

• Celebrate wins - big and small
• Customize recognition - not everyone wants a trophy
• Let peers shout at each other - it builds connection
  
  Best practices for improving employee relations include tying praise to actual values, not just results. Celebrate behaviors that move your culture forward.

Inclusion - It’s Not a Box to Check

Improving employee relations means making everyone feel like they belong - not just that they’ve been “included.”

• Diverse hiring isn’t enough - cultures have to be inclusive
• Give people a voice in the conversation
• Run training that connects - not bores
  
  
  
  Salesforce’s annual Equality Report isn’t for show - it guides honest conversations and actions across the company.

Growth - Because No One Wants a Dead-End Job

If you want to know how to improve employee relations in an organisation, give people the tools - and the permission - to grow.

• Career paths - not ladders that only go one direction
• Learning opportunities - internal, external, all the above
• Internal mobility - try a new department, learn a new skill
  
  
  
  Growth isn’t just about promotions - it’s about possibilities.

Conflict Resolution - Avoid the Drama Spiral

You know what’s worse than conflict? Let it simmer until everyone’s passively emailing each other about coffee creamer.

• Train managers in mediation, not intimidation
• Listen to both sides - without judgment
• Document and follow up - don’t let it fade into ambiguity
  
  Tools like FaceUp help spot red flags early - so conflict becomes a conversation, not a crisis.

Employee Surveys - Listen, Then Do Something

Surveys are only as valid as the actions that follow them.

• Share the results - not just the highlight reel
• Build a plan based on feedback, then communicate that plan
• Revisit it - because one good survey isn’t the finish line

Want to know how to improve employee satisfaction survey results? Show people that their input makes a difference.

Work-Life Balance - Less Hustle, More Human

Which item are companies offering to improve employee relations? These days, the answer isn’t a ping-pong table.

• Mental health days
• Remote flexibility
• Focus time - meetings don’t equal productivity
• Time off - unapologetically

Zoom gives unlimited vacation - and surprise, it hasn’t imploded. Give people balance and they’ll give you their best.

Managers with Heart > Managers with Clipboards

One of the top strategies for improving employee relations? Equip your managers to lead like people - not just project planners.

• Train them in emotional intelligence
• Encourage coaching - not just correcting
• Reward people management, not just task mastery

Great leadership = strong employee relations. No shortcuts. In one of our articles, you could also get acquainted with practical know-how on how managers can improve employee satisfaction with the feedback process.

Time to Make It Happen

Improving employee relations isn’t a checkbox - it’s a mindset. It’s choosing to lead with empathy, speak with honesty, and act with intention.

So here’s your call to action: 

• Choose three things from this article
• Put them into play this month
• Use FaceUp to collect anonymous feedback and track progress
  
  Have an honest conversation with your team, not a performance review. A conversation. Ask them what’s working, what’s not, and what they’d love to see.

If you're ready to listen, you might be surprised by what they’ll tell you.

Because improving employee relations isn’t about perfection - it’s about presence.

Your team is ready. Are you?