Relationships between employees and employers

October 9, Solid relationships are critical to any type of business, especially those relationships between employees and the company.

If the employee, whether a physician, dog walker or factory worker, feels that his or her interests are respected and his work is fairly compensated, that individual will feel heard and rewarded, resulting in higher levels of performance and productivity.

An employer obviously profits from happy, hard-working professionals and works to maintain an environment that will result in productive employees. The needs of both parties are uncomplicated and clear; an analogy with another animal kingdom begs to be made!

In the Workplace as in Nature Consider the mutually symbiotic relationships that have evolved between organisms: Both benefit from a relationship biologists have characterized as a mutualistic symbiotic relationship. The minute gobie skims ectoparasites off groupers as the grouper provides the platform for a first-rate meal.

A functional, working relationship between an employer and employee is, at its core, not unlike a mutually beneficial arrangement between two symbiotic species, even if one of the organisms involved is a one-celled animal.

Human beings have evolved, developed complex societies and civilizations, but the basic, pre-historic relationships and instincts are still there. A Drain on Resources And then, of course, we need to point out what happens when the relationship is one-sided.

A parasitic relationship is one where one organism derives a benefit while the other is harmed or, at best, placed at a disadvantage. Consider a tapeworm that deprives the host organism of beneficial nutrients. This relationship, too, can develop between employer and employee, in which case it seems best to let the employee who is draining your company resources go as quickly as possible.

More on that below. As an employer and as someone who has struggled to observe a healthy balance between work and everything else, I may even be accused of going beyond the norm.

The company is a kind of family to me and to the extent I can, I will do what is necessary to keep the operation going and the community that is CivilGEO robust. Strengthening the Association My framework for creating an optimal environment for employees is simple.

Here is how I try to keep the symbiotic associations strong: Communicate fairly and clearly, listen to concerns and offer an open door. Remember your favorite old college professor that never tossed you out of his office, but responded to every one of your requests for help with patience and a smile?

This professor encouraged questions and comments from students and held more than enough review sessions before exams. This is what I aim to be to my employees.

Encourage employees to be their best and support them in every way. This means sending hard-working employees to get additional training or education and recognizing skill and solid ability. Praise strong efforts by staff members and reward tenacity and demonstrations of grit.Apr 07,  · Decades ago, many workers spent their whole lives at the same job, retiring with a full pension, and maybe even a gold watch from their boss.

Now, almost no one works at the same place for life, and there’s much less loyalty between employers and employees. Utilize the following practices in your organization to see your employer-employee relationship flourish: Communicate Openly Good communication between an employer and its employees is imperative for building a positive workplace culture.

The relationship between an employer and the employee within the hospitality industry should be very professional. The most important is fair treatment of the employee. It can be done by Code of practice. There is a psychological relationship between business performance and employee engagement (Harter et al, ) and it has a positive impact on both employees and .

The traditional employer/employee relationship is being eroded as employers turn to temporary agency workers, independent contractors, and leased employees to enhance their competitive advantage. This article explains the common-law method of defining the employer/employee relationship and provides cost saving tips for risk management.

It is a basic fact that an employer or institution does not have to pay workers compensation if the person injured is not an employee.

In these changing business times, it is sometimes very difficult to discern who the real employer is with regard to the employer/employee relationship.