EDITORIAL

Improving workplace relations

In the midst of these hard economic times, with government undergoing a difficult retrenchment process of its public service, the importance and value of employment and the quality of workplace environments have come sharply into focus.

At this point, everyone would realise that not only does an employer’s success depend on the employee, but an employee’s financial success depends on the employer – a true co-dependent relationship. As such, there must be careful consideration on how this relationship can be enhanced.

Traditionally, challenges with regard to employee/employer relations have stemmed from disagreements about the treatment of the
former. Common issues include wage disputes, work conditions and workers’ benefits, amongst others. Frequently, events escalate into strike action or sick-outs. However, one does not have to wait until circumstances become dire to address issues. Communication is key. Employers should foster an atmosphere of open communication within the workforce where persons feel free to raise concerns without fear of reprisal, and where solutions are sought before an impasse develops.

Another way to improve relations within the work environment is for everyone to become their own manager, undertaking serious self-evaluations that would ensure attitudes and behaviours are beyond reproach. This would help to decrease the litany of complaints about poor customer service and serve to improve repeat business.

From the view-point of managers, having self-managed, reliable staff can only bode well for your company as productivity would no doubt improve and high-level managerial staff would be free to focus on marketing and expansion.

This perspective, though more evident in knowledge-driven occupations, is applicable to any profession or vocation. All that is needed is a commitment to hard work, a show of pride and integrity, and consideration for others.

Continued training while on the job would also be beneficial to the employer/employee relationship. Too often those in charge shy away from the idea of their employees learning new skills or improving themselves academically, because they are afraid they will move on to greener pastures. Some employees also get too complacent in their positions and do not see the need to further themselves skills-wise. These attitudes are harmful to the success of both parties.

On the flip-side, the fact remains that there are usually a minority of persons in charge of a larger workforce in any company and, despite all good intentions and as is human nature, there will be differences of opinion at some time. In these instances, mediated meetings, which may include the unions, can help to maintain order and help reach agreements.

Both employers and employers should realise that the company is the No. 1 priority, without which everyone’s livelihood would suffer. Let us also realise that the key to perfecting employee/employer relations is to follow the golden rule – Do unto others as you would have them do unto you.

Barbados Advocate

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Advocate Publishers (2000) Inc
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Phone: (246) 467-2000
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