The ‘ROCKSTAR’ Framework for Ensuring Blissful Employee Relations

The ‘ROCKSTAR’ Framework for Ensuring Blissful Employee Relations Created & Developed by

Murad Salman Mirza Senior Vice President (Client Advocacy & Organizational Effectiveness) APAC & EMEA Regions

Table of Contents • • • • • •

Objective Introduction Definition of the ‘ROCKSTAR’ Terminology Pictorial Depiction of the ‘ROCKSTAR’ Framework Brief Explanation of the ‘ROCKSTAR’ Framework Conclusion

Objective • This presentation focuses on providing a basic understanding of the ‘ROCKSTAR’ framework for management to develop positive and robust Employee Relationship Management (ERM) practices

Introduction • The ‘ROCKSTAR’ framework is a strategic approach for institutionalizing ERM initiatives that drive the virtues of sustaining robust ‘psychological’ contracts and sound ‘professional’ work agreements to engage employees in gainful organizational citizenship behaviors

Respect • This refers to the core principle of valuing the dignity/individuality/cultural richness of employees working in the organization and ensuring that their self-worth is not compromised in any irreparable manner by upholding the notion of interactional justice*

*http://en.wikipedia.org/wiki/Organizational_justice

Openness • This refers to the core principle of being receptive to employee feedback in the form of ideas/thoughts/views/suggestions pertaining to refining/redefining/revising/reengineering of various aspects of organizational processes/practices/policies/procedures and taking effective corrective/preventive actions accordingly

Communicate • This refers to the key tenet of advising/disseminating/rationalizing/interacting with the employees in a transparent manner buoyed by the core principles of Respect, Trust and Openness to alleviate/eliminate the probability of confusion, resentment, rebellion, apprehension, regret, discontent, industrial action and/or any other adverse outcome

Kudos • This refers to the key tenet of recognizing and rewarding professional excellence in a systematic manner by adhering to the notions of procedural and distributive justice*

*http://en.wikipedia.org/wiki/Organizational_justice

Support • This refers to the key tenet of providing the necessary encouragement, inculcating team spirit, inducing motivation, giving incentives and allocating resources in a conducive work environment to facilitate the equitable achievement of goals and ambitions at the personal, team, functional and organizational levels

Trust • This refers to the core principle of believing in the capacity, capability and concurrence of employees by empowering them to take on the relevant challenges with the added advantage of bolstering the ‘psychological’ contract

Align • This refers to the key tenet of assuring the synchronization between the individual goals of the employees and the team, functional and organizational imperatives through the judicious application of effective engagement practices that ingrain organizational citizenship behaviors

Rejuvenate • This refers to the key tenet of rekindling positive relationships, especially with desensitized employees, through systematic engagement activities that complement the earlier Kudos bestowed upon them for professional excellence

Pictorial Depiction of the ‘ROCKSTAR’ Framework Respect

Trust

Openness

Communicate Support

Align

Kudos

Rejuvenate

Brief Explanation of the ‘ROCKSTAR’ Framework (Cont…)

• The ‘ROCKSTAR’ framework is founded on the core principles of Respect, Trust and Openness. These foundations are woven within the durable fabric of communication that permeates the organization from top to bottom. (See Next Page)

Brief Explanation of the ‘ROCKSTAR’ Framework (Cont…)

• Consequently, effective communication is leveraged to facilitate supporting activities geared towards increasing employee engagement and alignment of their aspirations in congruence with the ‘big picture’ pertaining to the organizational context. (See Next Page)

Brief Explanation of the ‘ROCKSTAR’ Framework • The employees are subsequently lauded and rewarded for their performance and insightful steps are taken after relevant assessments to maintain cordial employee relations with fresh, relevant and delightful measures. On the other hand, obsolete, unsuitable and legally indefensible practices are discarded with the knowledge bank updated accordingly

Conclusion • This framework has been presented as a ‘baseline’, upon which, future strategies can be effectively and efficiently developed, deployed, monitored, reinforced and improved to complement the ‘Big Picture’ within the Employee Relationship Management (ERM) realm