Business Relationship Between Employers and Employees
The Need For A New Employee
So you have posted the advertisement seeking a partnership to your business. You have listed the duties, responsibilities, and expectations of the position. You have listed the requirements to fill the position and posted the advertisement in hopes of attracting the right fit to your organization.
Tons of applicants apply for the position. Some obviously not qualified for the position however many applicants put their best resume and cover letter attached to their response email to your job.
The Interview and Beyond
Now it’s time for the interview. You make arrangements and begin to instantly evaluate the information provided while getting a feel for this person. Beyond the role and capabilities of the job, you want to make sure that this person fits the unspoken regulations of the culture and office environment which is unique to your company. Here is where most companies fail to inform employees exactly what they are getting into with regards to workload, performance expectations, and hours required each week. For some reason this is the most difficult and detrimental issue that exists within corporate environments. You have the thought process of some executives and management that believe the person sitting across from them should be grateful to have a job. When an employer has this mentality they believe they can require their employees to do whatever they want them to do, inside or outside of their job description. In the end the employer and the employee become unhappy with performance if it is less than expected. Why?
Have you ever had an employer misrepresent the job functions, hours, and duties regarding a position?
The Truth of the Matter
Employees become disgruntled if you “sold” a role where people have bonus opportunities and chances to advance. When they settle into the job noticing people are working long hours, nights, and weekends just to keep up with the workload -the employee becomes disappointed when they were given the impression that the work environment would be different. If you hired an employee to do marketing and promotions then suddenly the job responsibilities changes to bookkeeping and accounting related, this effects the morale and productivity of the employee. The person signing up for marketing and promotions knows their interests and the best applications of their talent. To expect an employee to switch gears, meeting expectations and job responsibilities never presented during the interview is deceitful. It is a waste of time to the employee and the employer. If you tell someone that there is bonus opportunity and a new hire willfully works nights and weekends to try to contribute to the success of the company only for that bonus money they expected to receive to pay bills was never provided-you just lost the heart of our employee. Stressing employees out and working employees like minions under the threat of the whip never results in a positive experience. Favoritism in the work environment also causes resentment and results in employees losing respect for management and contributing at minimal instead of maximum levels. When interacting with a skilled, experienced, and educated individual making preparations to achieve the opportunities they seek –you as an employer cannot afford to rest in the belief that this person should be grateful to have job. If your performance metrics cannot be met by 65%-70% of your employees then you as an employer have set expectations too high for the role. The metrics are either unrealistic, impossible, or designed to imply people should sign over their life in order to achieve metrics. When you consistently set goals no one can meet it seems like a smoke and mirror way to excuse providing bonuses to dedicated employees and a way to ensure you never have to give salary increases. You may think you are saving money as an employer however you are setting yourself up for turn-over and for low performance from your employees.
Homecaremag.com names some of the behaviors exhibited by employees that are overwhelmed, disgruntled, and resentful of the expectations of their employers.
The Backstage Bellyache: This person can’t seem to get through the day without complaining or commenting on the boss’ deficiencies—to everyone except the boss.
The Perplexed Pretender: When asked to assume responsibility for a job, this person feigns misunderstanding in an attempt to both perform less and provoke more.
The Counter Compliant: In being asked to perform a duty or complete a function, this person purposefully falls just short of compliance—but only to a point that complaining about it seems trivial.
The Intentional Inefficient: Knowing that ultimate responsibility for productivity, volume and efficiency falls squarely upon the shoulders of another, this person takes passive steps to diminish the ends.
The Convenient Contributor: This person does as little as possible when the boss is around, but as soon as his superior is unavailable, he dreams up a task that requires approval.
The Well-Timed White Knight: On the lookout for the right time to step in and save the day, this person waits until the boss is unavailable or out of the office to create a crisis.
The Prolonged Performer: No task is too big or small, and ultimate completion of a task is not an issue; however, the time it takes to finish a job becomes the real problem. The Nodding Nuisance: Though miniature problems may arise and comments may be made in private, this person operates in a state of agreeable dormancy so as to avoid making waves or expressing disdain in public.
- How to Manage Passive-Aggressive Employees | HomeCare Magazine
The workplace is an environment of tasks and transactions, projects and processes. But deep beneath the surface lurks a silent enemy—one who does not discriminate and who strikes over time, with its victim unaware until it’s too late. We’re talking a
The message to employers. Create an atmosphere where expectations, roles, and hours are clearly expressed to applicants. Ensure that the environment you present during interview is the same atmosphere and set of expectations when the employee takes the role. Create a partnership. Treat people like workers and they will act as workers. They will do what is required and never think to take initiative to do what is required to assist the business to work at optimal levels.
Just like a relationship if you woo someone by pretending to be someone completely different, expect to keep changing partners consistently. Only when you present honesty and truth will realistic expectations will you create effective employee partnerships which will greatly impact your business. Creating partnership utilizing the strengths of your employees rather than tricking and oppressing an employee is certainly the best way to benefit from the person you add to your workplace environment. It would be better to interview the person with the idea of where they might better suit your organization and discuss that position to determine if the employee buys into where you need them to fit within the organization. Integrity, honesty, and being honest about your expectations saves money on turn-over and reduces low productivity. Honesty and integrity of the employer is paramount to create positive work relationships.