8 Secrets to Better Employer-Employee Relationships

The nature and importance of the employer-employee relationship has been analysed and explored for quite some time. In fact, thanks to Gallup research, we know that managers account for an incredible 70% of variance in employee engagement. When the right relationships are nurtured, managers can help employees feel secure, valued and motivated. Conversely, poor employer-employee relationships have a devastating impact on staff turnover and morale, with recent research showing that 57% of employees jump ship because of their managers and senior leadership. As the saying goes, people don’t leave jobs — they leave bosses.

One in three employees don’t trust their employer and employee engagement in general is low. Knowing this, how can we turn things around, develop solid relationships between managers and employees and build a real foundation for good communication and collaboration?

1. It Begins With Onboarding

If you want to build good relationships with your employees, it starts from day one. Make their first impression a good one — greet them with enthusiasm and get to know them. Introduce them to their colleagues and let them get the lay of the land before throwing them in at the deep end. Show them know that you are there for them if they are struggling or if they require clarification on their role and responsibilities.

Onboarding is a great time to sit down with new employees and go through their SMART goals and objectives — employees feel on firmer ground when they know what is expected of them by when. You should also take the opportunity to let them know that you will have regular catch-ups and check-ins with them to ensure they’re confident, they’re progressing and they have everything they need to succeed.

Learn how to accurately map your employee experience from Candidacy to Exit – EX Guide

2. Provide More Feedback

The average employee is hungry for more feedback from their manager — they want to know what they’re doing well and where they can improve. Delivering this feedback can do wonders for the employer-employee relationship — as long as it’s done the right way.

Feedback needs to be regular, timely and specific. When an employee has done something well, let them know promptly. If they have slipped up and need correcting, it’s best to do this as immediately as possible before it becomes an ingrained habit. By building a culture around honest feedback, you encourage open and honest communication about mistakes, reinforcing a feeling of psychological safety in the workplace. Employees should never leave feedback sessions feeling berated, but rather supported, knowing they have a manager on side who is cheering them on.

3. Invite Employee Opinions — And Act on Them

We’ve discussed the importance of delivering feedback to employees, but feedback the other way around is just as valuable. For companies to evolve and improve, employee opinions and insights need to be taken into consideration. In order to improve company culture and the employee experience in general, a lot of companies decide to hold regular employee engagement surveys. Such surveys can yield a lot of valuable information, but what’s most important is that action is actually taken once surveys are completed. Employees will stop engaging and sharing their opinions if they feel nothing will be done as a result of feedback. Take the time to change processes that need to be changed, keep employees in the loop and let them know that their insights are valued. Action will show employees that their employer is committed to creating a better environment for them.

Here’s why you should take employee feedback personally.

4. Don’t Underestimate The Power of Recognition and Appreciation

Everyone likes it when their efforts and accomplishments are noticed. This doesn’t have to be in the form of financial rewards either – studies have shown a real correlation between vocal recognition and employee engagement. One report indicates that 84% of highly engaged employees are recognised when they go above and beyond, compared to only 25% of actively disengaged employees. Another source shows 69% of employees would work harder if they were more appreciated. Managers who go out of their way to acknowledge and recognise not just great achievements, but also real effort, can build great relationships with their employees while seriously boosting motivation.

5. Don’t Avoid Conflict Resolution

Unfortunately, too many managers avoid conflict in the workplace. While the instinct to take a step back and let employees resolve their differences themselves might be understandable, it isn’t advisable. Conflict can spiral and spread quickly, creating an uncomfortable, and even toxic, work environment. 

Employees need to know that their manager is a steady, reliable and reasonable presence in the office who will step in when conflict occurs. Conflict resolution should always be approached with an open mind, and employees should feel equally listened to and respected. When it comes to conflict, managers who step in swiftly demonstrate to their employees that their concerns are being heard and that action is being taken — and that nothing is being swept under the rug.

6. Beware of Unconscious Favouritism

Poor employer-employee relationships can develop when perceived favouritism is rampant within the organisation. We are human, and it’s natural to feel more of a connection with certain people, but a good manager will do all they can to keep this favouritism in check and treat everyone equally and fairly. Managers need to be aware of unconscious biases and to provide all employees with the same opportunities. 

7. Be Approachable and Introduce an Open Door Policy

A manager shouldn’t be a faceless authority figure in the office. Emotional intelligence is a key aspect of leadership and employees should feel able to approach their managers at any time for any reason. Show employees they can trust you and open up by introducing an open door policy. For employees who operate remotely, such a policy can still be in place thanks to tools such as Slack or Google Chat. If an employee needs to talk to you at a time when you are busy, simply take the time to schedule a one-on-one with them at a more appropriate time so they know they are being listened to and valued.

8. Do All You Can to Make Work Stress-Free

… or to at least minimise stress as much as possible. We know work will never be stress-free. As long as we care about our jobs and maintaining certain standards, we have to accept that a degree of stress will be part of work life. But that doesn’t mean we don’t try to tweak the employee experience to keep it to a minimum in an attempt to avoid burnout. This can come in the form of flexible working hours, remote or hybrid options or increased autonomy over workload. Some employers even provide access to free therapy and others incorporate solutions to improve financial wellbeing. The best way to address stress in your office is to listen to your employees, understand their needs and act accordingly.

Conclusion

From the initial steps of onboarding, where the seeds of trust and understanding are planted, to the continuous feedback loop that fuels growth, we’ve explored avenues that can develop employer-employee relationships and develop workplaces into arenas of open communication. The importance of employee opinions, backed by actionable steps post-engagement surveys, highlights the commitment required to cultivate an environment where every voice is valued.

Embark on your journey towards transformative employer-employee relationships. Dive into further insights on how to achieve workplace excellence in 2024 here: 5 Ideas to Boost Employee Engagement in 2024. Your path to enhanced engagement and a thriving work culture awaits — seize the opportunity today.