Importance of Employer-Employee Relationship

What makes a company successful? You’ve heard it all! Sales profit, good marketing, creativity, vision and even an attractive slogan. But the underlining factor behind all of this, the thing that makes all of this possible, is employer-employee relationships.

 

Why is an Employer-Employee relationship important for an organization?

The relationship between an employer and an employee is a key deciding factor because it is very important to have mutual trust. An employer should trust his employee and an employee should trust his employer. This trust factor actually helps in building a relation between both the parties. Once this trust factor is built then we say that the base of the relationship between the parties is set. Going forward trust helps to maintain the relationship and helps both the parties to understand each other well so that both can contribute to the development of the organization and personal development. It helps in maintaining the satisfaction level of both the parties which is very important for both the employer and employee as if any of the party is not satisfied the growth of the organization is not possible.

 

Moral obligations

Let’s begin with the more ethical issues, in other words, the moral obligations. This can be anything from protecting the welfare of employees, to treating them respectfully, providing good working conditions and not abusing their power or discriminating against them.

Loyalty goes both ways. Employees should practice professionalism, using their work time effectively, giving notice before leaving or respecting confidentiality agreements, practicing healthy office culture.

 

Uncovering strengths

Once the trust part is built between the two parties, the next thing that comes is knowing. When you know the strengths, weaknesses, way of living etc it helps in delegating responsibilities, avoiding misconceptions. When a employer knows the strengths of his employees he/she know the potential of every employees and hence delegate responsibilities accordingly. This helps to maintain the motivation level among the employees as they can easily complete the task delegated to them. Also knowing the weaknesses helps the employer to design tasks that would help the employee to overcome those weaknesses. This makes the employee feel happy because he feels he is important for the organization.
When an employee knows the leadership style of his employer it helps him in understanding his decisions, his strategies, etc which prevents wrong assumptions and misconceptions. The employee understands why a task has been delegated to him, what should be his action steps to complete the tasks etc.
Apart from knowing each other it is very important to have knowledge about self. If the other person knows our strengths and weaknesses but we are unaware of our strengths and weakness then possibilities of conflict, dissatisfaction may evolve and this could hamper the growth of the organization

Hence it becomes very important to know self and the other person so the balance is maintained.

 

Motivation

On top of knowing each other’s strengths, employer-employee relationships can drastically be improved when we know how to motivate someone. And what’s even more fundamental, is becoming conscious that what motivates you may not necessarily motivate the other person.

For example, let’s say as an employer, you like competition, beating records and being the best. You are motivated by numbers, ranking and being measured in your work, but your employee is more concerned with maintaining a pleasant work environment, just wants to implicate others in the processes and will even go as far as putting his own work aside to help colleagues. What you might not realize is that putting him in direct competition with others is likely to do nothing but de-motivate that employee.

You might think you are encouraging him by posting a list of top 10 sales advisers in the office when you are actually discouraging him. His motivation is centered on being of service, mutual help and teamwork. As his employer, you need to motivate him with altruistic challenges…it may not be what fires you up, but it can help that employee shine.

Now it is very important for an employee to understand that his/her employer is also a human being and at times he/she may also be low on motivation. There might be a lot of things going wrong which may bring down his/her morale. Hence it’s the responsible of the employees to create an environment that helps in increasing the motivation level of his employer. Maybe all the employees can work for extra time, if any previous tasks are pending complete and submit them, and the best the employees can do is wear a smile on their face and work harder. You may not believe but this actually helps in bringing back the motivation level of the employer. When an employer sees all his employees working hard and that too happily their morale is boosted.

Being sensitive to their emotional state

You must’ve seen it all too many times: An employer and employee bumping heads because there is a lack of sensitivity somewhere. When people are very resistant to criticism, they sometimes assume that everyone around them are as bullet proof as they are, and as a result, they don’t always choose their words carefully or give the more sensitive people the empathy they need.

There are questions you need to ask yourself. Would it take your employees less or more time to recover from a stressful situation than you would think? Are they receiving the encouragement they need? Do they need that extra pat on the back every now and then?

Maintaining a pleasant employer-employee relationship requires knowing each others resistance to stress and sensitivity levels in order to communicate feedback more effectively. Basically it’s all about approaching someone the way they need to be approached in order to bring out the best in them.

 

“Employer and Employees are the two wheels of the engine of the organization, a good and healthy relationship between these two wheels will only take the organization forward.”

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