How to create a strong employer-employee relationship

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How to create a strong employer-employee relationship – the 3 steps HR leaders must take.



Workers are reconsidering who they want to work for and what role they want employers to play in society 18 months later, as pandemic-related problems continue to strain the worker-employer relationship. Organizations must create a distinct connection with workers as “the Great Resignation” intensifies and 40% of the global workforce contemplates quitting their job this year, or risk falling behind rapidly.

Workforce plans can’t be created from the top down and implemented in a vacuum. Organizations that want to create a strong worker-employer relationship must discover methods to involve people in open and ongoing discussion, democratize information and opinion, unite on a core set of shared values, and help workers find purpose in their job.



1. Provide chances for continual, open discussion.


An organization must have open lines of communication with its employees in order to develop a leading worker-employer relationship. Creating meaningful communication with employees in today’s increasingly disruptive and dynamic workplace requires more than just static surveys or polls. Instead, businesses should focus on developing engagement and listening channels that allow for continuous monitoring of employee attitudes, preferences, and requirements.

The most successful companies go a step further by including different groups of employees in decision-making processes. Rather than relying on employees to modify pre-existing concepts and programs, some companies are empowering employees to co-create solutions. Many organizations are doing so by creating worker councils and action committees, as well as bringing workers into discussions about strategy and performance measures.



2. Adhere to a basic set of values.


In today’s competitive talent market, businesses may feel compelled to take a very reactive approach to the employee-employer relationship, responding as fast as possible to workers’ expressed preferences, competitor activities, and industry trends. To avoid becoming trapped in a never-ending cycle of roll-outs and changes, companies must be able to discern long-term worker values and needs from current preferences and aspirations.

While it is critical to have open lines of communication with employees, businesses must also examine how to use such channels in intentional ways in order to comprehend the essentially consistent values that can support the connection with employees. That doesn’t rule out the need for business and workforce strategies to change and adapt, but it does imply that each new strategy and program should be connected to the organization’s overall goal, values, and employer brand.

As businesses transform into social companies that listen to, engage in, and actively influence the society around them, a foundation in purpose and values becomes increasingly vital. Values may serve as a baseline against which company policies, actions, and choices can be assessed since businesses are held accountable to a larger range of stakeholders, not simply shareholders. Successful organizations will discover that values become essential to their employment brand, allowing them to constantly adapt and change to meet people where they need to be met.



3. Assist employees in finding purpose and connection in their jobs.


The capacity of an organization to assist each person realize how their job is relevant and vital to achieving collective goals is the final stage in developing a leading worker-employer relationship. Getting employees to work together for a shared goal is a big step in the right direction. Organizations should also consider how to build work and design positions such that human abilities are amplified, as well as how to offer room for employees to develop, contribute, and unleash their full potential at work.

The ability to create such an atmosphere not only helps employees’ professional growth, but also adds to the organization’s overall success. Organizations that can tap into their workforce’s diversity by enabling employees to use their particular abilities and views to impact organizational results will be the most successful.

Every organisation is made up of distinct and diverse individuals. Performance and general motivation comes not only when everyone feels valued, but when they align to the organisations objectives.

The only way to achieve this is through regular communication and HealthBoxHR have developed a simple way for both employers and employees to streamline this process from start to finish – check out our One-to-One’s & Training and see how HealthBoxHR can help your business. 

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