Employer-employee relationships set the tone for an entire workplace.
Toxic office relationships can hinder a company’s growth by limiting productivity and lowering employee retention, while good relationships foster a productive work environment. But just how important exactly are employer-employee relations?
According to a recent TINYpulse survey, half of all employees today are “not satisfied” with their direct supervisor. What’s more, a Gallup survey found that half of U.S. employees have left a job to get away from a manager and improve their quality of life. As the old adage goes, employees don’t leave jobs, they leave managers.
Looking to strengthen employee relations and boost employee engagement at your company? Here are three strategies to consider:
Keep Communication Flowing
Keeping an open line of communication is a key step in improving the employer-employee relationship.
Did your team win new business or lose a big account? Instead of sending a company-wide memo, consider holding a group meeting to share the news. Ongoing communication between managers and employees can help clarify objectives and prevent workplace conflicts from festering. An “open-door” approach to communication can boost morale and workplace performance, as employees are free to discuss issues as they come up.
Remember, secretive communication and a lack of transparency can destroy employee trust. And after losing trust in management, employees are less likely to stay engaged and participate in group settings. Creative ideas are the backbone of any business, and losing employees’ insights is a sure way to derail growth.
While helping employees understand their job responsibilities may seem straightforward, many employees need more than a detailed job description to make sense of their role. Effective managers don’t just tell employees what’s expected of them and move on. Proactive managers frequently talk with employees about new and existing projects as well as workplace performance.
After starting a new job, many employees want feedback. Managers should provide detailed pointers and advice throughout an employee’s tenure — not just during a review or after a misstep. Feedback should never be a surprise. When an employee goes above and beyond, a simple “thank you” or “great job” is often enough — especially if it’s said sincerely. Does the employee need coaching? If so, speak with them privately to prevent an uncomfortable situation.
Measure Employee Satisfaction
Happy employees boost an organization’s productivity and morale. But remember, just because employees aren’t voicing concerns doesn’t mean they’re satisfied. That’s why it’s important to create an environment where employees share thoughts and concerns regularly.
Managers and employee relations specialists should measure employee satisfaction consistently. Tools such as employee surveys, focus groups, one-on-one meetings with supervisors, and exit interviews are a good place to start. Once feedback is received, develop an action plan to correct workplace problems — and be sure to secure support from senior leadership.
At Navigate, we offer a host of solutions, including outsourced human resources, payroll services, compliance assistance, and benefits design and administration. Each of our team members has over 20 years of experience in his or her specialized field.
In partnering with us, you gain access to a team of highly skilled individuals who act as an extension of your business. Our employee relations team will partner with you to identify ways to improve workplace engagement.
The Navigate team is committed to seeing your business succeed by handling the HR and employee management tasks that keep management from focusing on growth.
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Tom DiSilva has been providing professional human resource services for over 30 years. As the CEO of Navigate PEO, he actively partners with organizations of all sizes in the Greater New England area and across the country to help their businesses grow. He has expertise in HR and Labor Management, offering guidance and support for key areas of business such as negotiations, operations management, employee coaching, and employee benefits design.