Margarita Ramos

Employee Relations: The Culture Nexus

Employee Relations: The Culture Nexus
Margarita Ramos
35:35
 
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Episode 174 | Employee Relations: The Culture Nexus | Margarita Ramos

Show Notes

How well do your employees understand your organization's employee relations process? When they have a concern, do they know where to go, to whom to talk, and when? What happens when your ER function becomes the strategic hub that informs all of HR instead of just playing whack-a-mole every day?

Discover the transformative power of strategic employee relations on this episode of the Work Positive Podcast with Dr. Joey Faucette and Margarita Ramos. Margarita is an employee relations leader from Northern Virginia whose origin story begins with translating for her Puerto Rican mother in the 1950s and protecting her from unkindness. That experience shaped her practice of leading with empathy and ensuring people feel seen and heard. When ER is done correctly, it becomes a window into culture shifts and the nexus that drives engagement across the organization. Listen as Margarita explores:

☀️ Why employee relations has a unique window into culture and shifts happening in real time
☀️ How to move from whack-a-mole reactive mode to strategic, collaborative problem-solving
☀️ The critical importance of investigator neutrality and avoiding dual relationships
☀️ What the $11.5 million SHRM settlement teaches about investigator training and impartiality
☀️ Why younger generations are coming forward about neurodivergence and expecting accommodation

Margarita transforms how leaders think about employee relations by proving that when done correctly, ER drives culture, informs talent development, and creates fairness and transparency across the organization.

🔑 Key Insight: "Employee relations has a window into the culture, into the shifts in the culture. Whatever issues are happening in society spill over into the workplace. Instead of playing whack-a-mole, zoom out and consider what other areas of HR would want to know the information that we in ER are seeing. This isn't an HR problem, it's an organizational issue. When people come to ER, they should feel like they were seen and heard."

💡 Your DOT (Do One Thing): Look at your control environment from an HR compliance perspective. This includes the policies and practices that address how employees raise concerns in your organization. Make sure those policies are legally sound. Hire the right people for your ER function. Ensure your ER function is not compromised when conducting investigations. Apply discipline consistently whether the subject is in the C-suite or not. Track metrics so you can tell a story to business leaders and demonstrate consistency. You cannot do this work successfully and transparently if you're not tracking it with a case management system.

Connect with Margarita Ramos:

#EmployeeRelations #ERStrategy #InvestigatorNeutrality #WorkplaceFairness #CultureNexus #MetricsAndAccountability #CultureEatsStrategyForBreakfast #WorkPositive

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📧 Know someone who'd make a great guest on the show? Email [email protected] with your recommendation!