Work to build a strong and positive relationship with your employees, and they will grow as professionals and give back tenfold. the Employer-Employee Relationship Has Changed | Advertising, Communications & Marketing Jobs - Ad Age
Employees can't be faulted for having certain expectations, and employers can't be faulted for making business decisions that are required for them to stay afloat in today's economy.
Nonetheless, in many cases, trust has eroded. Employees expect more and so do companies. Increased workplace competition is coming from many directions and will continue to change employee and employer perceptions about performance expectations, pay, working hours and everything in between.
Not only is the work force getting older, as baby boomers stay employed longer, but the employees at the other end of the age spectrum, which make up a population about as large, the millennials, have different expectations and career motivations altogether. More and more employees today expect greater say in how work is assigned and assessed and rewarded, and employers similarly want more from employees in the form of mobility, working hours and pay, because it will allow companies to remain nimble and productive during economic upturns and downturns.
This means that both employees and employers need to be flexible. To attract a healthy balance of the strongest millennials, baby boomers and generations in between, employers must consider what they will change or highlight about their work culture in order to attract the best talent.
And continuously evolving markets and the exchange of certain types of jobs for others make it imperative that employees expand their skill sets and areas of focus, so that they can compete for jobs or new projects with greater success.
What Is an Employer-Employee Relationship? | az-links.info
At the most innovative companies of the future, only two- and three-trick ponies need apply. Employees and employers aren't engaged.
Simply put, employee engagement is the feeling we all get on Sunday night when we think about going back to work on Monday. Are we excited about the opportunity to do what we enjoy, and anticipating another new week to add value in our jobs? Are we indifferent and willing just to go through the motions to get our paychecks? Or are we trying to decide what sort of non-fatal contagious disease we are wishing to get, because we'd do almost anything not to have to go through another week in a job we hate?
The answer depends on the degree to which we feel engaged at work. Companies and employees alike need to get engaged. That means that instead of the traditional lopsided reliance on the chief financial officer or chief legal counsel to be the leading voice for company strategy and direction relative to the bottom line, the chief marketing officer and the chief talent officer and others need to involve themselves earlier in the most critical decisions companies make about their futures.
Employees can get engaged at work when they believe their counsel and opinion and experience has value to top company decision makers, and employers need to take the risk of operating under a new-business model that values new and different voices at the decision-making table.
Employers should also value leadership skills in the same way they've valued technical competence and years of experience a person has in a specific area.
How the Employer-Employee Relationship Has Permanently Changed
Openness and communication is even more important for situations sensitive to the company, or that require an otherwise serious approach. For employees, this might mean informing their boss of a family emergency that could affect their performance, or a desire to find a new job.
Meanwhile, employers should keep their employees in the loop about business matters and seek their input in important company decisions. Not allowing your employees to have an active role in the growth of the company not only wastes valuable insight and energy, but may also encourage them to become disengaged.
What Is an Employer-Employee Relationship?
Support and nurturing Employers should want their employees to reach their full potential and recognize when their capabilities exceed their current role.
Leaving natural abilities to stagnate will cause boredom and frustration to grow in the employee, and as mentioned earlier, waste valuable energy that could better help the team. Draw up your ideal business structure, or your current business structure as it is now, and outline every role and position that is necessary for it to work effectively.
Not only will this enable you to identify gaps in your current team, it will also encourage you to take stock of who is performing well and who might be better off in a role with more authority. Supporting employees even extends as far as helping them spread their wings and fly away to a new job when the time comes. Employers have the option to help employees or to stifle them — but only the former will lead to trust, higher skill levels, more productivity and more motivation.
Gratitude Gratitude should exist on both sides of the relationship, but it is probably a larger responsibility of the employer to recognize and appreciate exceptional effort from their employees.
Article Continues Below When employees consistently deliver and receive little or no appreciation, it can become very easy for them to become disheartened, frustrated, and apathetic about their job, which destroys productivity. A simple thank you is often enough and this works both waysbut employers may wish to actively reward their employees for truly great work.
They should use their intuition and knowledge of the person to decide what this might be. In some cases a discreet gift might be enough, while others might relish recognition in the office.