Employee-Employer Relationship: A to Z Guide for Healthy Workplaces

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Employee-Employer Relationship

Ignoring the importance of employee well-being, engagement activities, benefit programs, schedule flexibility, ease of accessibility to services, etc. other factors responsible for the better employee experience can cost employers heavily. So, to make you understand how essential it is to maintain relationships with your employees and focus on elements of the employer-employee relationship in this fast pace world, we have curated a detailed blog.

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This blog will majorly focus on employee-employer relationships and summarizes a few related sub-topics like-

  • Benefits
  • Elements Employee
  • Benefit Programs


Benefits of Maintaining a Healthy Employee-Employer Relationship 

In this people-centric era, it has become necessary to re-invent psychological contracts with your employees and ensure their security, flexibility, and accessibility to build the strong foundation of the employee-employer relationship. There are many benefits to maintaining a good employee-employer relationship. Some of the major ones are as follows-

  • Increased productivity – When employees feel appreciated and respected by their employers, they are typically more productive. Happy employees are more likely to be motivated to do their best work and meet or exceed expectations. 
  • Improved morale – A positive work environment is key to maintaining a good employee-employer relationship. When employees feel happy and supported by their boss, they are generally more positive and upbeat, which can lead to a more enjoyable work atmosphere for everyone. 
  • Reduced turnover – Employees who feel valued by their employer are less likely to leave their job. High turnover can be costly and disruptive for businesses, so maintaining employees’ experience is essential for reducing turnover rates. 
  • Greater loyalty – When employees feel like they are part of a team and that their opinions matter, they tend to be more loyal to their employer. Loyal employees are less likely to look for other jobs, which can save the company time and money spent on recruiting and training new employees. 
  • Improved communication – When employers and employees share a bond of mutual trust and respect, the communication typically flows more smoothly. This can lead to a more productive and efficient workplace.


Elements for Building Stronger Employee and Employer Relationship

Mckinsey advocates personalizing social, work, and organizational experiences for employees can be the building block of stronger employee-employer relationships. There is a number of other responsible elements for their relationship that includes-

Elements For Building Stronger Employee Employer Relationship
Employee-Employer Relationship: A to Z Guide for Healthy Workplaces 1

I. Clear communication

Communication is key in the employer-employee relationship. Employers need to communicate clear expectations to employees, and employees need to communicate any concerns or problems they are having. Regular communication helps build trust and prevent misunderstandings.

When you are clear with your employees about what is expected of them, they will be more likely to meet your expectations. Likewise, when employees understand their job duties and expectations, they are more likely to be productive and satisfied in their roles. 


II. Respect for each other 

Respect is another essential element of a strong employer-employee relationship. Employees need to feel respected by their employers, and employers should avoid making assumptions about what employees can or cannot do based on their job title or position. Respectful treatment helps create a positive work environment where employees feel comfortable taking risks and giving their best effort.

Respect is key in any relationship, and it is especially important in the employer-employee relationship. When employers respect their employees, the employees are more likely to respect their employers in return. This mutual respect can help to create a positive work environment where employees feel appreciated and valued.


III. Trust

Trust is essential in any relationship, but it is especially important in the employer-employee relationship. Employees need to trust that their employers will treat them fairly and with respect, and employers need to trust that employees will do their best work and comply with company policies. Trust can be built through honest communication and by taking steps to ensure that employees feel valued and respected. 


IV. Feedback and recognition 

Employees need feedback from their employers in order to know how they are doing and whether they are meeting expectations. Recognition from employers is also important as it can boost morale and motivation. Employers should make an effort to give feedback regularly and recognize good work whenever possible. 


V. Positive Attitude

A positive attitude is essential in any workplace, but it is especially important in the employer-employee relationship. When employers have a positive attitude towards their employees, it makes the employees feel appreciated and motivated. On the other hand, when employers have a negative attitude, it can lead to tension and conflict in the workplace. 


VI. Fairness and consistency 

Employees need to feel that they are being treated fairly by their employers. This means that employers should be consistent in their expectations and treatment of employees. Employees also need to feel that they are being given the same opportunities as their peers. When employers are fair and consistent, it builds trust and respect between them and their employees.


Employee Benefit Programs to Maintain Employee-Employer Relationship 

There are a number of employee benefit programs that can be used to maintain the employee-employer relationship. Some of these programs include 

  • Health insurance: Programs to help employees maintain their health along with their family members and protect them from financial losses if they become ill or injured. 
  • Retirement savings plans: Plans like EPF, PPF, etc. account for saving a certain amount of monthly salary for retirement and receiving tax advantages. 
  • Flexible spending accounts: Accounts to allow employees to set aside money pre-tax to pay for eligible medical expenses, childcare expenses, and other qualified costs. 
  • Tuition reimbursement: Programs for helping employees pay for education expenses related to their current job or a future career opportunity. 
  • Paid time off: Benefits that allow employees to take paid time off for vacation, illness, or personal needs. 
  • Employee discounts: Programs to provide employees with discounts on products or services offered by the employer to clients or the world.

The importance of employee benefit programs cannot be ignored but along with them, employees can organize various employee engagement activities to maintain healthy relationships with their employees.

Some of the activities can be-

  • Cricket tournaments and leagues- both offline and online
  • Learning and development programs for upskilling
  • Special celebrations of vivid festivals 
  • Rewards and recognition at regular intervals
  • Team lunches, quarterly trips, camping and one-day outings
  • Sessions related to mental wellness, team building, etc.


Wrapping Up

Unforeseen uncertainties in an organization cannot be avoided but can be minimized at certain levels. So, to retain your valuable employees for long and attract talented candidates to your workplace, you must start redefining old programs and designing new plans for better employee engagement and improved employee-employer relationships.

Technology-driven solutions can also benefit you in different ways. You can implement HRMS software in your organization to automate benefit programs, simplify human interactions and streamline HR processes resulting in happier employees.

Make your Employee Engagement fun and easy!

Learn how HROne Employee Engagement software can help you automate Employee Engagement & stay 100% compliant!

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Tarulika Jain

Hi.. I am Tarulika Jain. I work as a content writer in HROne. I am an Electrical Engineer by degree, and a pragmatic writer by profession. I bring you insights about Human Resource Management and how digitalisation can make your workplaces happier. When I’m not writing, researching and reading, I walk around the woods, sip my coffee and listen to Indie Music.

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