Ep: 27 — WHY DON’T WE TREAT EMPLOYEE CONCERNS IN THE WAY WE TREAT OUR CUSTOMERS?

A question often asked, especially by those new to international Employee Relations, is how to manage massive global responsibilities—sometimes across 100+ countries—without adequate resources. Many have learned that simply complaining or begging for more headcount does not work. We have all been there and have the t-shirt to prove it.   The most effective way to build a stronger team and secure the resources you need is to prove your worth to the business. I know it seems counterintuitive—that you will get more resources only after you've shown you can manage without them—but that is the reality of our role. In my experience, three things truly matter when making the business case for a larger team...   Key Takeaways:   How to measure risks and identify country hot spots in Employee Relations. [2:53] Three elements to evaluate to mitigate risk. [5:54]  Build an internal and external Employee Relations risk map. [7:01] Evaluate the Employee Relations Team’s skills to reduce risk. [11:15] Resources:    HR Policy Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] HR Policy Upcoming Events  

In this episode, Alan explores a straightforward question: Why do so many companies handle employee complaints so differently—and often less effectively—than customer complaints? He offers examples of this paradox and discusses how applying the same principles of excellent customer service to our internal employee relations could benefit us all. Key Takeaways:   Three basics to managing Employee Relations effectively. [:33]   When internal complaints escape the confines of Human Relations. [3:06]   The media can create an ER crisis. [10:39]   What to do when people demand better treatment. [12:52] Resources:    HR Policy Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] HR Policy Upcoming Events  

This episode focuses on leveraging artificial intelligence (AI) to enhance the effectiveness of global employee relations leadership. Alan explores AI's applications as a research tool, editorial aid, and sounding board, ultimately demonstrating its potential to improve work quality while underscoring the continued importance of human expertise.   Key Takeaways:   Asking AI the right questions. [1:57]   AI is an essential productivity tool for Employee Relations Leaders. [3:52]   AI as a deadline-friendly all-in-one assistant.  [9:19] Resources:    HR Policy Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] HR Policy Upcoming Events

Social media is a powerful tool for the issues that matter most to employees. Could these digital platforms be poised to replace trade unions as the primary voice of labor, particularly in the United States? While the U.S. system is often seen as dysfunctional, the entrenched "all or nothing" approach is favored by both unions (who wield significant power in their limited domains) and most employers (who benefit from roughly 90% of workplaces remaining union-free). In this episode, Alan provides strategies and best practices for effective social media management.   Key Takeaways:   How social platforms have transformed employee voice. [2:07]   US unions are adapting to the power of social media. [3:53]   Long-term systemic gains born from employee voice on social platforms. [6:26]   Best practices and strategies for effective social media management. [8:04] Resources:    HR Policy Association Alan Wild on LinkedIn [email protected] HR Policy Upcoming Events  

This episode of The Wild Side is a little different. About nine months ago, Alan embarked on an experiment to work from his dream location in Koh Samui Thailand. A month ago, he received his coveted Destination Thailand digital nomad visa. As he points out, this is not early retirement disguised as gainful employment. His “business as usual” move produces work from a tropical island instead of the English countryside. Alan shares the important factors necessary to work from an offshore destination, setting disciplines whilst living amongst tourists, and the cultural adaptations necessary to successfully transition.   Key Takeaways:   Three requirements to make offshore working viable. [3:05]   Cultivating disciplined work habits and achieving life balance abroad. [5:15]   Managing time differences and long-haul travel is essential. [6:45]   Challenges in adapting to a new culture, lifestyle, and language abroad. [8:50]   Nomad life requires a focus on the quality of available healthcare. [11:29] Resources:    HR Policy Association Alan Wild on LinkedIn [email protected] HR Policy Upcoming Events

Alan Wild explores the German national works council elections to be held early in 2026. The results of these elections will determine who represents employees in a company for the next four years. For those unhappy with the current situation, now is the time to take action. For those satisfied, now is the time to ensure continued stability. Company management should be actively involved in employee elections. The focus of Employee Relations Managers should be on the principals of the process.   Key Takeaways:   Statutory representation is achieved through rights-based or union-led frameworks. [1:12]   Two key issues to consider during Works Council elections. [2:17]   2026 Works Council elections requirements and thresholds. [5:05]   The importance of getting involved in Works Council elections. [7:33]   Tips for Employee Relations Managers during Works Council election cycles.  [11:14] Resources:    HR Policy Association Alan Wild on Linkedin [email protected] HR Policy Upcoming Events

Alan Wild explores the intersection of AI and organized labor, focusing on the challenges of workplace change and restructuring. German works councils are currently overwhelmed with AI technology proposals. AI's impact on gig workers, particularly delivery drivers, may lead to their reclassification as employees. While recent developments in American docks are noteworthy, the full story is more complex. Key Takeaways:   Labour practices at odds with modern methods and technology. [1:33]   Docker’s unions in the US restrict the use of technology and automation. [4:35]   HR and Employee Relations involvement at the onset of AI integration discussions is paramount. [8:10] Resources:    HR Policy Association Alan Wild on Linkedin [email protected] HR Policy Upcoming Events

As the link between senior leaders and the global workforce, Global Employee Relations Managers play a crucial role. This final installment of a two-part series outlines ten essential strategies to help ER managers achieve the most important aspects of their roles, trust, and success. Consider these your 2025 resolutions for navigating the complexities of international employee relations in today's dynamic landscape.   Alan Wild, author and podcast host, outlines strategies 6-10 for global employee relations managers to succeed in 2025, including building a global strategy, enhancing capabilities, leveraging modern forms of collective voice, expanding employee relations beyond the employment contract, and cultivating a strong professional network.     Key Takeaways:   Building a global strategy for Employee Relations managers. [1:19]   Enhancing Employee Relations capability comes from all levels within an organization. [4:42]   Modern forms of employee voice are not limited to internal restrictions or bureaucracy. [6:25]   Employee Relations managers must work beyond the employment contract. [8:05]   Key advantages of a broad network of Employee Relations professionals. [9:39]     Resources:    HR Policy Association Alan Wild on Linkedin [email protected] HR Policy Upcoming Events

As the link between senior leaders and the global workforce, Global Employee Relations Managers play a crucial role. This two-part series outlines ten essential strategies to help ER managers achieve the most important aspects of their roles, trust, and success. Consider these your 2025 resolutions for navigating the complexities of international employee relations in today's dynamic landscape.   Author and Podcast Host Alan Wild explores the first five strategies for success for global employee relations managers in 2025. They are establishing visibility and trust, early engagement, assuring rapid response, risk mapping, and prediction, and creating an event calendar.   Key Takeaways:   How Global Employee Relations managers can establish visibility and trust with senior leaders. [1:20]   An early engagement strategy for Global Employee Relations managers. [6:41]   How to prepare an effective and rapid response. [9:30]   Achieve sustainable influence from risk mapping and prediction. [13:28]   Create an employee relations 2025 planning and management calendar. [18:02]     Resources:    HR Policy Association Alan Wild on Linkedin [email protected] HR Policy Upcoming Events

What will a second Trump presidency mean for US businesses? Putting America First means putting other countries second, third, or even lower down the order.  America First actions at home will not be mirrored by benevolent actions abroad. The international impact of delivering a MAGA agenda is predictable. CHROs should consider how US domestic politics will challenge their global operations.   Author and Podcast Host Alan Wild explores the five management challenges for global CHROs in 2025: geopolitics, tariffs, immigration, labor relations, and international cooperation. Key Takeaways:   Geopolitical challenges for CHROs during a Trump presidency. [3:09]   Historical data and future expectations of imposing higher tariffs. [5:10]   Expected immigration and labor challenges for CHROs in 2025. [7:46]   Trump will promote expensive labor reforms outside of the US. [9:44]   Global business leaders will see US interests out above international governance. [11:42] Resources:    HR Policy Association Alan Wild on Linkedin [email protected] HR Policy Upcoming Events