The Company employees are one of the most important stakeholders in the company

By: Eng. Daniel Javier

Studies from the United Nations and their allied organizations demonstrate that when CSR is focused on interest groups formed by their partners, it produces a better “return” than any environmental or community investment. In other words, it is better to start being Socially Responsible at “home”.

Additional studies also reveal that employee satisfaction does not depend solely on their wages. There are other important factors to consider and it is precisely these factors that are considered by CSR.

If you want your partners to feel that the Company is thinking about you, then think about them. Next, we are going to share some things that Companies can consider, which will be appreciated by their partners.

-The first step is to establish means of dialog and communication that allow for mutual understanding, and knowledge of the expectations generated by a scope of tolerance.

  • Generate and promote clear and accessible policies and communication processes. Set an open-door policy that allows employees to express themselves without fear.
  • To a reasonable and possible extent, make Company information (financial, goals compliance, etc.) available.
  • Respect labor rights, especially freedom of association. Remember that there are rights but also duties!
  • Encourage individuals to participate in the decision-making process.
  • Use incentive meetings where each participant can share ideas or add their own unique points of view.
  • Engage employees in medium and long-term plans. Make everyone know that the Company values this type of commitment and participation and show it.

– Promote an awareness of the needs of peers, the community, society, and environmental issues.

  • Share important events, for example, Earth Day, Water Day, Health Issues Campaigns, etc.
  • Enabling a Volunteer Program is enriching at a personal level, improves internal relationships, and teamwork. Of course, this is also useful to the community.

-The creation of a Code of Ethics or a Code of Conduct is a very important tool for current staff members during the decision-making process.

This allows the same principles to be consistent with the mission and philosophy of the Company. Set an ethical framework, corporate values, principles and the personality of the Company.

  • This Code improves the Company’s relationship with employees, clients, suppliers, and other actors. Its application serves to reduce the risk of conflicts and demands.
  • It should be clear that the good performance of the Company should be aligned with the values of the same.

-Diversity can be considered as a Company value.

Explicitly promote a nondiscrimination policy of individuals due to skin color, nationality, religion, gender, health issues, marital status or sexual orientation.

  • Set policies against all forms of harassment.
  • Be clear on the type of practices that do not match up with the Company philosophy and could be liable for punishment.
  • Be sensitive to the needs of the Community and whenever possible, set policies to include a minimum workforce of employees that belong to marginalized social classes.
  • Contact and collaborate with organizations that work with specific groups.
  • In the same sense, consider the possibility of giving job opportunities to individuals with “different abilities”.
  • There are organizations that facilitate and support the inclusion of workers with disabilities in the Companies as full-time personnel or temporary internship.

-Promote the personal development of employees and education, by enabling a continuity of studies at all levels.

  • The Company can evaluate the possibility of providing support by means of collaboration in the case of study specializations or continuity. Support can be given by flexible schedules and other work conditions.
  • Evaluate the possibility of concluding agreements with educational centers to provide access to training programs (discounts, amenities, scholarships, etc) for employees.
  • Consider expanding work benefits to the families of employees.
  • Create coaching and mentoring programs: Urge employees with more experience to share their knowledge with new employees, from the basic level to those with less experience. Rate this practice during the evaluation phase.
  • We should emphasize that individuals should be trained primarily to contribute to the Company, not to work for another. So, it is important to retain valuable personnel and minimize rotation.
  • In the future, robotization and other technologies will replace low-skilled labor. Hence, training and the cultural level of employees will be vital. This includes creativity and the capacity to innovate, which will be highly valued.

-Sometimes, firing personnel is inevitable. However, it is advisable to generate a helpful process to assist employees that are fired through re-employment programs.

 

Consider maintaining links with retired individuals during this difficult stage of life. This is a very strong message to those who are still working at the Company.

-Try to keep a balance between the time dedicated to the Company and the time dedicated to family.

  • Promote family integration programs (celebrations, tours, conventions, etc.)
  • Support families during times of crisis. One way is to offer orientation by means of the Company’s advisors (lawyers, notaries, financial assistance, etc.)
  • Consider a more flexible schedule to allow time to attend school meetings, taking the children to doctors, etc.
  • Also, consider absent days for parents of a newborn.
  • In the case of mothers with newborns, consider a more flexible schedule, especially during the breastfeeding period. In addition, provide additional amenities. (For example: Lactarium).

-Promote more healthy lifestyle habits.

  • Distribute to common areas (dining rooms, rest rooms, etc.), useful information regarding the benefits of good hygiene, good nutrition, exercise, the importance of breastfeeding, etc.
  • Promote the importance of regular medical check-ups. Make agreements with medical institutions to implement preventive health care and, if possible, provide these services within the Company.
  • Consider offering lectures on smoking, drugs, and alcohol by organizational specialists who are skilled in these subjects.
  • Offer first aid training through agreements with health service Companies.
  • Procure important agreements in health care areas to benefit employees and their families.

To conclude, it is important to emphasize that without proper communication, nothing will be achieved. Therefore, set communication channels to explore real needs and expectations. It is important to ensure that your own partners become participants and managers of change.

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