5 Steps for Building Productive Employer-Employee Relationships




Focus on Building Productive Employer-Employee Relationships.  Striving to create a strong employer-employee relationship within your organization is a must.  Many positive results arise when employers and their workers respect and trust each other, however getting to the point of reciprocal trust and respect can be challenging for many companies. Some businesses fear giving their employees too much buy-in or power. Other organizations don’t realize that there are several actions they can take to make their workplace run smoother.

A good employer-employee relationship requires constant nurturing with set expectations and results. Although hard work from both sides of the company is needed, the benefits are worth it. Here are some of the top advantages: Higher and more productive work quality, increased morale and job satisfaction, higher retention rate, less absenteeism, better customer service and higher quality products.

Consider the following to create better employer-employee relationship and drive quality

Good Communication

Good communication between an employer and its employees is essential when building a positive workplace culture. As an employer, don’t hide important information from your staff or only grant the information to a select group of workers. Being aware of how the company is performing and what projects are getting started help employees see how their role fits into the organization; it also makes them more likely to respect and trust their company. Always keep your team members in the loop.  Employees are apt to perform better when they feel like an important part of the team and are kept in the loop on new company developments and not kept in the dark until their help is needed to forward or complete the developments.


Gratitude and Appreciation

Saying “please” and “thank you” go a long way at an organization. Be empathetic to your workforce and appreciate the efforts that they contribute to your company.  A hard working, self-driven employee is hard to find.  This is especially true for employees who continually maintain and build their own work load and projects with little or no needed direction. This type pf personnel are a valuable resource for a growing organization.  Employers need to be careful they do not take the production of an employee for granted simply because they don’t take the time to realize how much work is being done without direct supervision.

Good, hard-working employees want to work with like-minded professionals. When managers don’t do the hard work of hiring good people, it’s a major demotivator for those stuck working alongside them. Promoting or rewarding the wrong people is even worse. When employees work your tail off only to get passed over for a promotion or recognition that’s given to someone who glad-handed their way to the top or when a superior limits the respect needed for an employee to their job effectively­­­ it’s a massive insult. No wonder it makes good people leave.

It’s easy to underestimate the output and the power of a pat on the back, especially with top performers who are intrinsically motivated.


Maintain Levels of Expectation

When levels of expectations have been set with an employee, be sure to always maintain or increase with positive performance.  Constant changing of duties and responsibilities can be very frustrating for a worker.  This is especially true when the expectations of one worker change based on the negative performance of others within the organization.  Employees can feel taken advantage of when their expectations weigh on the performance of others.


Consistent Feedback

In order to improve their work performance, an employee must receive feedback, both positive and critical. Employees find it frustrating when their work has been changed or a project was changed by a superior, but provided no feedback as to why these actions have happened. Help your employees grow by offering them frequent feedback on their work. Set up monthly or weekly meetings to check in with them about their progress and what goals they want to accomplish. When you take these steps, you’ll see your employees are more engaged with their work.


Following Through

Nothing makes you lose credibility faster than when you overpromise and don’t deliver expected results. No matter what the scenario is, as an employer, you owe it to your staff to follow through on your commitments. If you have discussed future plans with an employee or staff, be sure to follow through.  Do not fall short on promises made for the future of a key personnel. Evoke trust and respect from your staff by showing that your commitment to them is important.  Be straight with them, don’t tell them what you think they want to hear so they will like you, tell them the truth so they will respect you.

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