Managing the Employee Employer Relationship through Communication
The relationship between an employer and employee is a contractual one. It is often referred to as a contract of service. However, we all know it is far more than performing a service (work) and being paid for it. How productive are you? Do you have the businesses’ best interest at heart? Are you working with other team members? Are you representing our brand? Are you living our culture? Are you empowering and inspiring others? Are you contributing to our strategy and goals? And the list goes on….
When an employer brings on a new employee it is not just another employee, it is another relationship to manage. Managing these relationships is vital as they impact on productivity and performance and therefore the relationship needs to constantly be considered. Trust plays a big role in this relationship and one that can be easily won but easily broken. It can be eroded over time through decisions or lack of communication or damaged quickly due to a specific event. Communication plays a big role in this which I highlight throughout this article and in a previous one – Talk, it’s not rocket science.
The Employer and Employee Relationship is an important one and sometimes a delicate one. It is a relationship, like other relationships that are tested constantly and in so many different ways and more so when employees aren’t managed effectively. However, in some ways so simple to manage yet employers and employees fail to put the shoe on their other foot – and give it proper consideration to ensure the situation is managed appropriately.
An extreme example but one situation publicized in the media where a former employee of an organisation allegedly misappropriated $17m in funds via false invoices. In this instance I believe the CEO, Management and even fellow colleagues with whom the employee shared a relationship felt saddened and completely let down, which they were. Putting the issue of theft and fraud aside which is a criminal act but did the former employee think about what would happen to the relationship with the employer who was trusting them and paying them to do a job? Then, there are other examples when an existing employee represents a former employee in unfair dismissal conciliation cases. Whilst technically this is permissible, what does this do to the relationship? I bet the existing employee didn’t think of that? There are no doubt many examples of employees doing things, when unknown it is OK, but when it is known it breaks down the relationship – doing things without permission, taking equipment, not looking after equipment and so on.
However, on the other side, employers don’t always think about the relationship either, and even when they do, the problem is around non communication, not the action itself. What did the employer think when a couple (both employees) weren’t invited to the Christmas party, protection and potential legal claims aside, what did the employer think the employees were going to think? Or, what did they think the employee would think when they recruited someone above them? And again the list goes on.
Employers have to make business decisions which will impact on the relationship, but it’s more about how they go about it and how they communicate (or not) it that becomes the issue. Even for employees, sometimes, they have to take a stand but did they think beforehand about the relationship and possible breakdown?
So, we know that every aspect of managing employees tests the relationship from performance management to making various changes in the workplace, exiting and as Christina talked about some time ago when managing workplace injuries. It is also easier to consider the other party in the relationship when they have been on the other side. I have seen Business Owners become employees and employees become Business Owners and it is always very interesting to see how it is easier for them to understand having been there.
Even if the on-going relationship isn’t a concern as I pointed out in a previous blog about there being more to compliance than mitigating risks, existing employees will be watching how fellow employees are treated and / or managed. This effects the relationship too!
So make sure you put the shoe on the other foot!
At HR Business Direction we are able to assist with managing relationships in the workplace. Contact us here.
Leisa Messer BBus(HRM); GradDipIR; CAHRI; IRSQ
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au