In his role as chairman, CEO, and principal of The Cabot Advisory Group, Steven Darien provides organizations with strategic human resources management advice that allows them to maximize their potential. One of the critical issues that Steven Darien addresses is employee relations.
Employees are often cited as the most valuable asset of a company, but persistent workforce issues can be an obstacle to improving their performance. Resolving these issues involves navigating a gamut of contractual, practical, and emotional issues that define the ways in which employers and employees interact.
Ideally, employer-employee relationships are not based on fear, perceived power imbalances, or lack of trust, which can actually demotivate and create barriers in the way of open and honest communication. Instead, employers can provide training and mentorship, proven methods that help employees to feel capable of independent work yet comfortable with reaching out to coworkers and management when problems arise.
Employees should also be provided with a clear framework for identifying issues and escalating them through the proper channels of decision-making. Only when they feel that they are being heard will they feel confident in providing their best effort.
Another way of reinforcing this is by recognizing employees who directly contribute to the company’s bottom line. Recognition does not always have to center on bonuses and compensation for meeting milestones; instead, it can be a matter of letting the employee know that his or her opinion is valued and taken into consideration.
Employees are often cited as the most valuable asset of a company, but persistent workforce issues can be an obstacle to improving their performance. Resolving these issues involves navigating a gamut of contractual, practical, and emotional issues that define the ways in which employers and employees interact.
Ideally, employer-employee relationships are not based on fear, perceived power imbalances, or lack of trust, which can actually demotivate and create barriers in the way of open and honest communication. Instead, employers can provide training and mentorship, proven methods that help employees to feel capable of independent work yet comfortable with reaching out to coworkers and management when problems arise.
Employees should also be provided with a clear framework for identifying issues and escalating them through the proper channels of decision-making. Only when they feel that they are being heard will they feel confident in providing their best effort.
Another way of reinforcing this is by recognizing employees who directly contribute to the company’s bottom line. Recognition does not always have to center on bonuses and compensation for meeting milestones; instead, it can be a matter of letting the employee know that his or her opinion is valued and taken into consideration.