I am the controller here at Visbeen Associates. One of the many job duties that fall under that umbrella is human resources. Since we have a large number of employers who read our blog, I thought I’d devote my blog to what makes a good employer-employee relationship.
1. Communication. Proper communication is critical to any interpersonal relationship & the employer-employee one is no exception. Do your employees know what’s expected of them? If they have questions or concerns do they know whom they can talk to?
2. Respect. Tina Turner sang about it, we all need it. Respect their personal space & time, respect their opinions, respect that they might have insight that you don’t – that they can see things that you as the boss can’t. Treat all employees with the same amount of respect – whether they are the CFO or the janitor. “If you want to know what a man’s like, take a good look at how he treats his inferiors, not his equals” (Rowling, J.K. Harry Potter and the Goblet of Fire. New York: Levine-Scholastic, 2000.Print.)
3. Integrity/trust. This is a biggie. Do you mean what you say? All the rest of the points can be in place, but if your employees doubt your integrity, if they don’t trust you, you’ve got a big problem. If a situation arises, do you give your employees the benefit of the doubt (at least the first time)? Do you trust your employees enough not to micro-manage them? “What you do speaks so loudly that I cannot hear what you say” (Ralph Waldo Emerson)
4. Fairness. Pay them a fair wage. Give them time off (and make sure they take it!). Don’t tell them at 4:30 on a Friday that they’re going to need to work until 8:30. Give them tasks that they enjoy (when possible). Are they expected to answer e-mail or phone calls off hours? If so, are they compensated them for that?
5. Flexibility. Today’s work is much less geographically dependent. Do all of your employees need to work a “typical work week” of M-F, 8-5? Can employees choose to work noon-8? Or from 6 to 2? Work from home? Can they work 30 hours a week instead of 40? With remote access, conference calls & smart phones consider if there is room to offer some flexibility to your employees. This doesn’t work for all jobs obviously – but is generally highly valued by employees.
6. Providing them with the proper tools & support. Have you trained your management staff? Do people have the proper computer software, computer hardware, printers, etc. to complete their tasks effectively?
But really, why do we care? The economy is starting to make a comeback. Shouldn’t employees still just be happy they have a job? Shouldn’t their continued paycheck be enough of a thank-you? Obviously no. In short, the difference in your workforce will be the difference between employees who are engaged & invested with your company versus employees who are merely “phoning it in” and waiting for the weekend. Of course every relationship is a two-way street. Employees need to communicate, respect, have integrity and be flexible as well. But as the employer, you set the tone for the relationship and hold the most power as to how this relationship will play out.
1. Communication. Proper communication is critical to any interpersonal relationship & the employer-employee one is no exception. Do your employees know what’s expected of them? If they have questions or concerns do they know whom they can talk to?
2. Respect. Tina Turner sang about it, we all need it. Respect their personal space & time, respect their opinions, respect that they might have insight that you don’t – that they can see things that you as the boss can’t. Treat all employees with the same amount of respect – whether they are the CFO or the janitor. “If you want to know what a man’s like, take a good look at how he treats his inferiors, not his equals” (Rowling, J.K. Harry Potter and the Goblet of Fire. New York: Levine-Scholastic, 2000.Print.)
3. Integrity/trust. This is a biggie. Do you mean what you say? All the rest of the points can be in place, but if your employees doubt your integrity, if they don’t trust you, you’ve got a big problem. If a situation arises, do you give your employees the benefit of the doubt (at least the first time)? Do you trust your employees enough not to micro-manage them? “What you do speaks so loudly that I cannot hear what you say” (Ralph Waldo Emerson)
4. Fairness. Pay them a fair wage. Give them time off (and make sure they take it!). Don’t tell them at 4:30 on a Friday that they’re going to need to work until 8:30. Give them tasks that they enjoy (when possible). Are they expected to answer e-mail or phone calls off hours? If so, are they compensated them for that?
5. Flexibility. Today’s work is much less geographically dependent. Do all of your employees need to work a “typical work week” of M-F, 8-5? Can employees choose to work noon-8? Or from 6 to 2? Work from home? Can they work 30 hours a week instead of 40? With remote access, conference calls & smart phones consider if there is room to offer some flexibility to your employees. This doesn’t work for all jobs obviously – but is generally highly valued by employees.
6. Providing them with the proper tools & support. Have you trained your management staff? Do people have the proper computer software, computer hardware, printers, etc. to complete their tasks effectively?
But really, why do we care? The economy is starting to make a comeback. Shouldn’t employees still just be happy they have a job? Shouldn’t their continued paycheck be enough of a thank-you? Obviously no. In short, the difference in your workforce will be the difference between employees who are engaged & invested with your company versus employees who are merely “phoning it in” and waiting for the weekend. Of course every relationship is a two-way street. Employees need to communicate, respect, have integrity and be flexible as well. But as the employer, you set the tone for the relationship and hold the most power as to how this relationship will play out.
