How to make the employee employer relationship healthier

What makes a business successful and prosperous? We will have heard everything! Sales that generate profits, a good marketing strategy, creativity, vision and even an attractive slogan. But the key factor behind all this, the thing that makes all this possible is the employee employer relationship.

And why? Because the strength of a company is measured by the strength of its workforce. A good employer-employee relationship can lead to the happiness and well-being of employees, which inevitably drives him to the performance and success of a company.

There are some things the employer can do to maintain, motivate and develop a healthy relationship with their human capital. Here are a few!

Moral obligations
Let's start with more ethical questions, in other words, moral obligations. It is about protecting the well-being of employees, treating them with respect, offering them good working conditions, not abusing their power or discriminating against them.

Of course, fidelity goes both ways. Employees should also use professionalism, whether working effectively, providing advance notice before leaving or respecting confidentiality agreements. A healthy employee employer relationship must go both ways.

Discover the highlights
I always say the first step is to know! When you are able to detect the strengths of your colleagues, which is natural for them, as well as areas where they may seem to swim against the current, you will be able to align tasks and responsibilities according to these talents.

Thus, they will be happier in what they do, and ultimately, will help you to be more successful.

A healthy employee-employer relationship starts with a recognition of the other person's strengths and gives them the opportunity to use those strengths. You will really appreciate how this person is built. Conversely, knowing what your own strengths are, and discovering your similarities and differences, you can create that spark that will allow you to understand each other's natural reflexes.

Motivate people the way they MUST be motivated
In addition to knowing everyone's strengths, "manager-employee collaboration" can be significantly improved when you know how to motivate someone. And what is even more fundamental is the awareness of this: what motivates you does not necessarily motivate the other person.

For example, say that as an employer, you like competition, breaking records and being the best. You are motivated by numbers, rankings and being evaluated or measured in your work. On the other hand, your employee is more concerned with maintaining a pleasant work environment, simply wants to involve others in the decision-making process and will even put his work aside to help his colleagues. What you may not realize is that putting this employee in direct competition with others is likely to do nothing better than demotivate the employee.

You might think that you're encouraging him by posting a list of the top 10 sales advisers in the office, while you're actually discouraging him. His motivation is centered on being at the service of others, mutual help and teamwork. As his employer, you need to motivate him to more charitable challenges. Even if it goes against your own motives, knowing how to properly motivate your employee will certainly make it shine!

Be sensitive to their emotional state
I have witnessed this situation far too often: an employer and employees confronting each other because there is a flagrant lack of sensitivity somewhere. When people are very resistant to criticism, they sometimes assume that everyone around them is as probing as they are, and therefore, they do not always choose their words carefully or demonstrate enough empathy with the most sensitive people who need it.

There are some questions you need to ask yourself. Faced with a stressful situation, will your employees take more or less time than you think to recover? Do they receive the encouragement they need? Do they need some extra tapping on their backs from time to time?

To maintain a pleasant employer-employee relationship, one must know the resistance to stress and the sensitivity of the other in order to communicate the information more effectively. Basically, everything is in the approach and the way we must approach others to bring out the best in them.

Know your management style
When it comes to managing the workforce, employers would benefit from understanding what management style prevails and ensuring that it is aligned with the needs of their employees.

For example, an employer who demonstrates a very directive style has the proper controlling and controlling temperament to handle a tougher team, who needs someone to step foot and give orders. Great! But what if that employer faced employees who needed more support?

You can quickly see how management trends may differ from the needs of your staff. How can we fill this gap? I will repeat my previous statement: The first step is to know. Understand your natural reflexes, identify what comes less spontaneously, develop ways to refresh yourself when you know you have to manage an employee who is built very differently from you.


A healthy employer-employee relationship is not always easy, but the minute you start investing a little time on your employees, the benefits will manifest themselves throughout the organization.

Did you know that there is a solution that evaluates the complementarity between you and each employee? Of course, it is not your moral obligation, but it is certainly the right path to a successful business!

Building A Positive Work Climate



Supervisestaff.com

The critical key to getting results is the expectations climate the supervisor maintains.

1-     What a supervisor expects of an employee and how he/she treats that employee will combine to profoundly influence the employee’s performance and career progress.

2-     Outstanding supervisors create high performance expectations.

3-     Employees appear to do what they believe they are expected to do.

Special Caution

Less effective supervisors fail to develop high expectations.

Start with a four positive factors

1-     Develop a feeling of acceptance, an atmosphere of encouragement, feeling of attending to the employee. Give praise for good work.

2-     Give more guidance and instructions; do not be timid about giving constructive criticism ( positive as well as negative ) when necessary.

3-     Develop a tendency to teach more thoroughly, to teach more advanced techniques, to challenge, and especially, to not be afraid to teach everything you know about the job.

4-     Encourage questions and discussions, give more time ; use an unhurried, willing-to-listen approach, be accessible to employees.

Common Mistakes To Avoid

Sometimes the best way to learn how to manage is to learn from our mistakes and hope that we don’t repeat them.

1-     Organizations usually get what they reward, not what they want. The classic example is seniority as the basis for promotion..while controversial, seniority as a basis for promotion rewards the length of employment, not the quality / quantity of performance.

2-     The job can be made rewarding by itself. By redesigning it to fulfill higher levels of needs such as independence, challenge and creativity, motivation can occur. This is the basis for job enrichment and enlargement programs.

3-     Thinking that money is the best motivator. Certainly we can’t live without it; however studies clearly demonstrate that money motivates only under certain conditions, for a certain time, and for certain types of employees.

4-     Overlooking the ego, needs the most employees have, recognition for a job well done is critical to sustained morale.