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Building a Positive Employer, Employee Relationship

Guest post by: Dianne Shaddock

Article Overview: There are a lot of means for a manager or an employer to maintain a harmonious atmosphere within the workplace. It is important that a manager knows certain tricks to keep a peaceful working environment so as to optimize the employees’ productivity.

Building a Positive Employer, Employee Relationship

Other than your immediate family, the people that you interact with most frequently are your co-workers. If you are a supervisor, it is your obligation as an employer to maintain positive and supportive relationships in the workplace. This is important in order for the company to realize its mission-vision and in general, attain a certain level of productivity. There are a lot of means for a manager or an employer to maintain a harmonious atmosphere within the workplace. Some ways to continually build on your employer employee relationships include:

• Keeping the lines of communication open and make your expectations clear and understandable. Provide feedback and comments on how your employees are doing.

• Always be open to suggestions and employee feedback; regardless of whether the feedback is positive or negative. Asking your employees for their opinion will make them feel involved and valued. As an added bonus, your employees' feedback may help to revitalize your business by uncovering ideas that will increase efficiency, customer service, or save money. You'll also uncover issues that likely would never have been brought to your attention until the issue mushroomed into a bigger problem.

• Avoid favoritism. Be consistent with how you manage your employees. Treat everyone alike.

• Lead by example. With few exceptions, the rules in place for your employees should apply to you; particularly when it comes to company or departmental policies. Avoid creating a double standard in the workplace.

• Be respectful to your employees. Supervisory status is not a license to treat your employees unfairly. The rank or position you have should always be treated with respect and dignity.

• Don't make decisions that either negatively or positively impacts your employee's status at work solely on the basis of gender, age, race, creed, or other arbitrary reasons. This is especially true when it comes to promoting or terminating an employee. Always be objective in making decisions to avoid a bias decision.

• Don't tolerate mistakes on the job. Feedback and communication is key. Deal with issues in the workplace before those issues get out of hand. Problems should be solved at the earliest opportunity. The longer a problem drags, the bigger the problems it would create.

• Acknowledge your strong performers. Share your concerns with poor performers in private and hold them accountable for improving their performance while providing support and guidance. Make it a point with them that each weak point is an opportunity to improve.

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Article Tags: best management practices, employee relationships, Employee Retention, employer



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