A Walk On The Wild Side - Managing employee relations in global and millennial times ... 10 minutes at a time

The Wild Side Pod kicks off the New Year by providing Employee Relations leaders with a strategic blueprint for success in 2026. Alan emphasizes the importance of securing a seat at the decision-making table and details how to organize for success. He provides a framework for mastering role clarity, elevating employee experience and engagement by fostering the relationships necessary for the fair and fast resolution of workplace issues.

Key Takeaways:

• How ER Managers can set themselves up for success in 2026. [3:47]

• Employee Relations leaders must prepare for strategy meetings. [5:17]

• Be clear about your role and contribution. [9:35]

• Three pillars of employee and labor relations. [11:19]

• The three elements of labor representation. [16:01]

• ER leaders develop relationships with employees and working teams. [17:38]

• Fair and fast resolution of ER issues. [20:38]

Resources:

CHRO Association

Wild Side Podcast Archive

Alan Wild on LinkedIn

[email protected]

CHRO Upcoming Events

The Wild side updates the traditional poem by Clement Clarke-Moore … "A visit from Saint Nicholas" into a modern-day setting involving offshoring, sustainability complaints, and strike action in Santa's workshop.

'Twas the night before Christmas, the elves were on strike, not a candy cane ready, no presents in sight.

The workshop lay quiet, with Christmas in doubt, the headlines on Reddit were "out comrades out".

Tune in to find out if an Employee Relations hero can step in to save Christmas … of course, she can.

Key Takeaways:

• An ode to workplace negotiations. [1:36]

Resources:

HR Policy Association

Wild Side Podcast Archive

Alan Wild on LinkedIn

[email protected]

HR Policy Upcoming Events

For the specialists dealing with European Works Councils, this is for you. The European Works Council (EWC) 3.0 directive has been agreed upon by the Council of Ministers, European Commission, and Parliament. While this new text is less detrimental to businesses than initial proposals (which included penalties and injunctions against restructuring), it still necessitates negotiations for every existing EWC agreement. Crucially, pre-1996 EWC agreements will need to be replaced. This can be managed effectively with careful planning.

Key Takeaways:

• Every EWC agreement in the database must be renegotiated. [3:43]

• Agreements are minimum provisions used to heal relationships. [7:01]

• An example of negotiatory and consultative approaches. [9:55]

• How will wise companies address the directive? [11:48]

Resources:

HR Policy Association

Wild Side Podcast Archive

Alan Wild on LinkedIn

[email protected]

HR Policy Upcoming Events

Current restructuring processes are wasteful and detrimental to employee engagement. As AI-driven productivity replaces offshoring, it's time to stop restructuring and start remodelling. This is not about simply upgrading to "durable bags" as supermarkets did; it's about a more fundamental shift in how we value our employees. Listen in to learn more.

Key Takeaways:

• Issues with the current workforce restructuring model. [2:57]

• A progressive workforce remodelling process better adapts to a company's needs. [6:05]

• In modern management, old versions of the restructuring model are still prevalent. [8:18]

• Tips for building a skills-renewal model that replaces outdated workforce restructuring. [11:01]

Resources:

HR Policy Association

Wild Side Podcast Archive

Alan Wild on LinkedIn

[email protected]

HR Policy Upcoming Events

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