Easy Small Business HR 1
Building a Positive
Employer-Employee
Relationship
Special Report From: EasySmallBusinessHR.com
Other than your immediate family, the people that you interact
with most frequently are your co-workers. If you are a supervisor,
it is your obligation as an employer to maintain positive and
supportive relationships in the workplace.
Some ways to continually build on your employer-employee
relationship include:
Keeping the lines of communication open and make your
expectations clear. Provide feedback on how your
employees are doing.
Always be open to suggestions and employee feedback;
regardless of whether the feedback is positive or negative.
Easy Small Business HR 2
Asking your employees for their opinion will make them
feel involved and valued. As an added bonus, your
employees’ feedback may help to revitalize your business
by uncovering ideas that will increase efficiency,
customer service, or save money.
You'll also uncover issues that likely would never have
been brought to your attention until the issue mushroomed
into a bigger problem.
Avoid favoritism. Be consistent with how you manage
your employees.
Lead by example. With few exceptions, the rules in place
for your employees should apply to you; particularly
when it comes to company or departmental policies.
Avoid creating a double standard in the workplace.
Be respectful to your employees. Supervisory status is
not a license to treat your employees unfairly.
Don’t make decisions that either negatively or positively
impacts your employee’s status at work solely on the
basis of gender, age, race, or other arbitrary reasons. This
is especially true when it comes to promoting or
terminating an employee.
Easy Small Business HR 3
Don’t tolerate mistakes on the job. Feedback and
communication is key. Deal with issues in the workplace
before those issues get out of hand.
Acknowledge your strong performers. Share your
concerns with poor performers in private and hold them
accountable for improving their performance while
providing support and guidance.
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