The manager-employee relationship has a critical impact on performance and productivity in any business. When relationships fail productivity plummets, the climate in the business is pretty frosty and overall it’s just not a nice place to work. Everyone in the team is affected by a dysfunctional employment relationship.
So why do companies often neglect to emphasise the need for effective relationships between both parties? Let’s face it good relationships between employer and employee don’t just happen. They are the result of strategy and activities that are designed to improve communication between employees and managers.
Firstly, let’s take a look at what the law says about an effective employment relationship – whether you’re the boss or the employee. In New Zealand we have a piece of legislation called the Employment Relations Act which outlines the characteristics of a “good” employment relationship – which in broad terms means that employers and employees are obliged to deal with each other at all times fairly, reasonably and in good faith. “Good faith” means:
• Raising issues in a fair and timely way
• Being constructive and cooperative
• Being proactive in providing each other with relevant information and considering all information provided
• Responding promptly and thoroughly to reasonable requests and concerns
• Keeping an open mind, listening to each other and being prepared to change opinion about a particular situation or behaviour, and
• Treating each other respectfully.
In real terms, however, if all employment relationships lived by these principles I wouldn’t be writing this article!
Whether you’re the boss or an employee what can you do to be part of a truly effective employment relationship?
• Share the goals of the company and be prepared to be part of that journey however, if you don’t like where the bus is heading, get off.
• Give and ask for feedback regularly – look for messages that might not be immediately transparent e.g. non-verbal and environmental.
• Offer up suggestions and solutions, not just problems.
• Be accountable, take ownership – don’t blame and make excuses, and be responsible for your actions.
• Be honest when you make a mistake – own it and explain what happened.
At the end of the day, having good working relationships just makes sense. Work consumes most of our time and having truly effective relationships makes things more enjoyable and leads to a healthy and productive workplace. Idealistic in some respects I’m sure, but with a bit of effort from all parties, it can definitely be a reality!
Senga Allen │ Managing Director