What quantitative and qualitative metrics would you recommend to evaluate both “Employee Relations (i.e. “non-union” employment relationships) and “Labor Relations” (i.e. unionization efforts, relationships with unions, etc.)?

A few metrics used to measure quantitative data in employee relations and labor relations include a variety of different methods. A popular one commonly used are surveys, these are capable of covering a wide range of topics such as the effectiveness of training, style of leadership, how well growth opportunities are, etc. (King, 2020) Using surveys can give an in-depth look into how employees actually feel, things such as job satisfaction and how they feel about work/life balance. Retention and turnover rate are also an important metric that can be useful when deciding whether or not managers are fixing root problems. (King, 2020) Keeping track of employee absenteeism can also give a deeper look into how well employees are satisfied with their position, how many of these missed days are related to illness or if any work stress is to blame. (Van Vulpen, 2021)

Conducting exit interviews can be seen as a qualitative metric used in order to receive important feedback as to why this person has decided to leave the company and is able to provide important insight in how the company could possibly change in order to keep current employees. (Shrm-Scp, 2019) How well the communication is between management and employees is also seen as a qualitative metric, as it can help keep reduce misunderstandings as well as build employee engagement and most importantly is able to give employees a chance to voice any concerns. (Shrm, 2022)

Van Vulpen, E. (2021). Absenteeism in the Workplace: A

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