How Can You Tell If You Have Strong - Vs Poor - Employee Relations? 8 Ways To Check

By Kimberly Blake

Senior HR Consultant

Maintaining strong employee relations is a crucial component of a robust organizational culture. In the past, we’ve written about strategies to improve employee relations. In this blog, we’re going to take a more in-depth exploration to find out if you have a problem with employee relations. 

In this blog, we’ll discuss the following:

• What is the meaning of employee relations?
• What are some examples of good employee relations?
• How to tell if you have strong employee relations
• How to tell if you have poor employee relations
• Employee pulse surveys

What is the meaning of employee relations?

Employee relations is a fundamental aspect of human resources focused on managing and maintaining a positive, productive, and respectful relationship between an employer and its employees. It goes beyond the terms of a legal contract, encompassing the day-to-day practices, policies, and strategies that foster a healthy work environment.

The primary goal of employee relations is to prevent and resolve workplace issues, build a culture of trust and open communication, and ensure fair and consistent treatment for all staff.

This involves a variety of activities, such as mediating disputes between colleagues or between employees and managers, developing and enforcing equitable policies and guiding and supporting employees to improve their performance.

Employee relations also includes implementing initiatives that make employees feel valued, such as recognition programs, professional development opportunities, and avenues for feedback. 

What are some examples of good employee relations?

In my 20 years experience as an HR consultant for a diverse group of companies, solid employee relations aren't about having zero issues or complaints. Healthy conflict, when managed constructively, can improve communication, build stronger relationships, and enhance problem-solving. It can foster creativity, lead to better decisions, and promote personal and professional growth.

Managing employee relations effectively requires trust, consistency, and accountability when issues arise. Want to know if you're in a good place? Look for:

1. Low drama, high trust

2. Consistent policy enforcement

3. Feedback that actually changes things

4. Leaders who walk the talk

Strong employee relations are rarely accidental. They reflect intentional, consistent effort across every layer of the organization. If these four areas are humming, you’re likely in a good place. If not, they’re also a great place to start.

How to tell if you have strong employee relations

Strong employee relations can be identified through several key indicators that point to a healthy, productive, and engaged workplace. Here are 5 ways you can tell if your organization is succeeding in this area:

1. High employee engagement

When employee relations are strong, people are generally happier and more invested in their work. High employee engagement scores from regular surveys often show that staff are enthusiastic, committed, and motivated. Low absenteeism is another indicator, as employees are more likely to come to work when they feel respected and connected to their job and team. Positive feedback is also a telling sign, when employees speak with optimism and pride about their work, their team, and the company, it reflects a healthy workplace culture.

2. Low turnover and high employee retention

A low turnover rate suggests that employees are not actively looking for new jobs and are willing to stay with the company for longer periods. High retention of top performers is equally important—when the most valuable employees feel supported and see a future within the company, they are far less likely to leave.

3. Open and effective channels of communication

Trust and psychological safety ensure employees feel comfortable speaking up, sharing ideas, and voicing concerns without fear of negative consequences. Clear policies and expectations eliminate confusion around job responsibilities, company rules, and performance metrics. Two-way feedback systems, such as regular check-ins, surveys, and open-door policies, allow communication to flow freely between management and staff.

4. A constructive conflict resolution process

While conflict is inevitable in any workplace, the way it is handled speaks volumes about employee relations. In a strong environment, disputes are resolved fairly, promptly, and without favouritism. The focus is not on placing blame, but on identifying the root cause of issues and finding solutions that work for everyone involved. 

5. A collaborative and respectful work environment

Collaboration across teams and individuals happens naturally, with everyone working toward shared goals. Respect for diversity is also a core element, as the company values and appreciates different backgrounds, perspectives, and working styles. Additionally, maintaining a healthy work-life balance shows that employees are valued as people, not just workers.

How to tell if you have poor employee relations

Poor employee relations can slowly poison a workplace, but the signs are often clear if you know what to look for. Rather than a single issue, poor relations manifest and can affect everything from daily work to long-term business health. Here are the 3 main signs of employee relations issues:

1. A negative and unproductive environment

When employee relations are poor, the workplace atmosphere often turns negative. Low morale and disengagement become common, with employees appearing apathetic, unenthusiastic, and disconnected from their work. 

High absenteeism and turnover are also clear warning signs. Employees may frequently call in sick, arrive late, or leave the company altogether when they feel undervalued, disrespected, or trapped in a toxic environment. Over time, this negativity impacts performance. Declining productivity shows up in missed deadlines, lower-quality work, and a lack of initiative as motivation fades.

2. Communication and trust issues

Trust is the foundation of a healthy workplace. When it’s missing, problems arise. Employees may hesitate to speak up, share honest feedback, or voice concerns due to fear of retaliation, allowing small issues to grow unchecked.

An “us vs. them” mentality can also develop. This divide between management and employees, or even between departments, undermines teamwork and encourages finger-pointing instead of collaboration.

Without transparent communication, gossip and rumours fill the gap. Speculation about decisions, roles, and colleagues damages trust further and fuels a toxic atmosphere.