Worried About Your Relationships With Your Employees: Here’s What To Do

Two focuses of my blog are Management and Organizational Discussions and Workplace Discussions. No matter which sector you’re in, the relationships with your employees is absolutely critical. If those relationships get damaged, beware. The following contributed post is entitled, Worried About Your Relationships With Your Employees: Here’s What To.

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The modern workplace relies on healthy relationships between companies and their employees. However, it can be challenging to get it right. Employees often naturally feel as though they’re the underdogs and you’re the boss.

While this sort of hierarchy is common for business, it doesn’t always lead to the best social relationships. Many workers wind up feeling downtrodden and unable to reach their full potential in their lives.

In this post, we take a look at how you can prevent this and actually improve how you relate to your colleagues. Take a look at the ideas below:

Become A Parent To Your Employees

It might sound strange to say, but some of the best bosses out there take a parental role towards their employees. They encourage and nurture their colleagues to bring out their full set of talents.

You don’t want to become “mommy” to your employees. But adding care and attention here and there can help to improve their wellbeing and help them learn to appreciate you as their boss. It could be something as simple as offering words of encouragement or providing them with positive feedback on their work. It all makes a difference.

Make Them Feel Like Valued Members Of The Team

People tend to work best when they have a purpose. But many companies expect their employees to just go through the motions as if that were enough.

The trick here is to find ways to make people in your enterprise feel like valued members of their team. You want them to make your company a part of their personal identity – something they value in and of itself.

Perhaps the best place to start is by organizing corporate events that get people out of the office. Sites like https://www.thegrandhallkc.com/corporate-events/ show the kind of events that you could hold for employees. Ultimately, what you want is a venue that allows you to communicate with employees about why they’re important to you, and why what they do matters.

Think about the mission of your company and look for ways to celebrate it. Make your corporate away days productive. But also ensure that they’re inspiring so that people actually want to come to work on a Monday morning.

Be Open To Learning

Nobody wants to work in a company that says that the “boss is always right,” says https://www.forbes.com/. That’s no fun. And it’s not even true. No single person can know everything or have great ideas, day in, day out.

Ideally, you want a situation where you and the rest of your managerial team are open to the possibility of learning. Sometimes employees can have great ideas, and allowing them to air them benefits everyone.

Create Trust

Creating trust is perhaps the most critical way to improve your relationships with your employees. Be transparent with them about what you want. Be kind in how you interpret what they say. And avoid gossiping or discussing them behind their backs. If there’s something wrong, speak to them directly about it.

How To Find Corporate Relationships That Will Last

Two of the focuses of my blog are Financial Literacy/Money and Business/Entrepreneurship. A major part of business is the relationships. Forming relationships with partners is critical in forming lasting business partnerships. The following contributed post is entitled, How To Find Corporate Relationships That Will Last.

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A business relationship is the same as a personal one – you want it to last a lifetime. However, living in consumerist bliss isn’t guaranteed. Similar to dating, you may find that they have small traits that mean you aren’t compatible. And, you may also pass these relationships off as experiences that you couldn’t control.

Before you move onto your next conquest, though, it’s essential to understand that your initial interactions impact how long your relationship will last. If you don’t spot the signs fast enough, it could be a whirlwind romance with the potential to be lucrative and drama-filled.

Here’s how to ensure you find the partners and clients you can trust for the long-term.

Match Personalities

A partnership is probably the most common example of a business relationship. Two people come together to use their different skills and characteristics to push the company forward. So, it’s tempting to assume that opposites attract, yet this isn’t the case. Sure, the way you operate should complement each other nicely. Still, you’ve got to like the person and be able to compromise. With that in mind, it’s vital to match your personalities to avoid small and regular conflicts from killing productivity levels.

Set Out Commitment Expectations

You and your partner, or an outsourcer who is taking care of a task, expect to share profits/be paid a lot of money. Of course, cash divides people, especially when one party isn’t putting in the same amount of effort. Therefore, it’s crucial to set out what you expect from each other before signing on the dotted line. It may be as basic as hours spent in the office, or it may include speaking to customers and boosting employee morale. Regardless, it’s worth considering as you don’t want feelings of bitterness to break up a happy couple.

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Find Out What Makes Them Tick

Understanding the reasons why partners, clients, or anybody does what they do is essential. What makes them tick is going to affect everything from their commitment to how much money they are willing to pump into the organization. In a world where consumers are driven by morality, it’s particularly important to touch base with suppliers. Part of the supply chain, such as natural stone sustainability, will especially impact construction companies if buyers realize that the goods aren’t sourced properly. The same goes for any enterprise whose shoppers take the environment seriously.

Have An Exit Plan

Sadly, relationships aren’t meant to last, even if you love the person and want to stay with them forever. In this scenario, an exit strategy is imperative as it provides a level of flexibility. After all, the scope for growth may suddenly come to an end, in which case you must switch up suppliers. Otherwise, the business will suffer and potentially tank. As a result, you should consider running a trial period and only signing a short or medium-term agreement. Then, you aren’t tied down if the relationship goes south.

Do your business relationships last? What’s your secret?

How to Cultivate Successful Employer-Employee Relationships

Two key focuses of my blog are Career Discussions and Professional Development/Skills. In any workplace, employer-employee relations are absolutely critical and are the lifeblood to achieving the mission. The following contributed post is entitled, How to Cultivate Successful Employer-Employee Relationships.

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In any business, human relationships are key. Whether you are working in a small start-up environment, or in a multinational conglomerate, personal relationships will always have an effect on the mood of the office, staff morale, and productivity. When thinking about business, it is often too tempting to boil it down to numbers and cold hard facts – and forget the humans who will be processing and creating all that data. This is a mistake, and it is only by considering a business holistically that you can start to truly understand and perfect how it operates.

The most important, and perhaps most tricky, relationship to manage is that of the boss or line-manager, and their employee. There is a thin line to tread between resentment, mutual respect, and an over-friendliness that can damage objectivity. However, there are standards and cultures you can implement in any setting that will help create successful and productive relationships.


Honesty is key. Without it, relationships can fester and stagnate – as true in a business setting as it may be in a romantic context. If any problems do arise between managers and their staff, it is important that both feel able to immediately express this in a calm and productive manner. You can help this along by implementing clear structures for performance management, including consistent feedback and reviews.


It may seem frivolous to some, but team-building exercises can be fundamental in building a feeling of camaraderie around an office, and levelling the ground between supervisors and workers. Consider taking a group of employees who may need to work closely together to a team building day out. If this is unfeasible, put together a smaller package of activities you can introduce for an hour in the office. This will increase morale, help your staff feel motivated and appreciated, and encourage honesty and team-work across other areas of the workplace.

Lines of Responsibility

Whilst keeping everyone feeling like a team working on the same level is helpful, it is also important to have clearly delineated lines of responsibility. Often, feelings of resentment can spring from people suspecting others are ‘treading on their toes’, micromanaging or interfering unnecessarily in their work, creating an atmosphere of distrust. This can be solved by ensuring everyone knows clearly what their roles and responsibilities are, drawing clear lines that can be adhered to, and avoiding the muddy waters that can cause tension.


Perhaps the most important aspect of the supervisor-supervisee relationship to cultivate is that of mutual respect. It is also the hardest to create and quantify. Mutual respect will allow employees to disagree, debate and even discipline each other, whilst remaining in a productive headspace free from resentment or anger. Through team-building and clearly drawn lines of responsibility and feedback, a culture of respect can be created in your workplace.


If discipline is to be effective, there must be a carrot as well as a stick. Workplace rewards are a great way for employers and their managers to signal appreciation for each others’ hard work in a way that is professional and within company policy. By introducing systems of peer-to-peer recognition, and appreciation that can move up the hierarchy as well as down, you are helping to create an environment where everyone will want to work for each other as well as for themselves.