Employee Relations for Information Technology and Software
Two routes — one for complaints, one for conduct — kept separate.
What this looks like in information technology and software
The parts of employee relations that are specific to this sector, rather than general.
Relations in Knowledge Work
Where issues are interpersonal, remote and often unreported.
What this coversHide
Relations in Knowledge Work
Where issues are interpersonal, remote and often unreported.
What this coversHideSoftware teams rarely produce formal grievances. Issues present instead as attrition, disengagement or a team that has quietly stopped working with another - which makes them harder to see and later to address.
- A route that works for remote and distributed staff
- Manager-related concerns raised without going through that manager
- Interpersonal and team conflict addressed before it hardens
- Harassment and conduct concerns routed formally
- Performance concerns kept separate from relations matters
- Consistency across locations and remote arrangements
- Exit patterns monitored as a relations signal
- Central record independent of any team
Treating concentrated attrition under one manager as a relations signal rather than a market condition is the diagnostic step most often skipped in this sector.
The general method — what employee relations covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the grievance and disciplinary process page. What is above is the part that differs for information technology and software.
Other HR topics for information technology and software
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for information technology and software, or another industry.