NAGA CITY SCIENCE HIGH SCHOOL

Senior High School Department

Balatas, Naga City

Ways to enhance employer-

employee relationship

Presented to:
Mrs. Teresita S. Arlante
Business Ethics Teacher

Presented by:
Cabico, Jhoenal M.
Manoguid, Abegail F.
Quimco, Ceasar Jay A.
Vidal, Nicolle Hazzel N.

August 30, 2017

 Importance and Ways of Improving Employer-Employee
Relationship
Maintaining healthy employee relations in an organization is a pre-requisite for organizational
success. Strong employee relations are required for high productivity and human satisfaction.
Employee relations generally deal with avoiding and resolving issues concerning individuals
which might arise out of or influence the work scenario. Strong employee relation depends
upon healthy and safe work environment, cent percent involvement and commitment of all
employees, incentives for employee motivation, and effective communication system in the
organization. Healthy employee relations lead to more efficient, motivated and productive
employees which further lead to increase in sales level.

Ways on how to improve employer – employee relationships

1. Hiring
 Employee has expectation of fair and just treatment by the management. Thus,
management must treat all employees as individuals and must treat them in a fair manner.
Employee favouritism should be avoided.
 Do not make the employees’ job monotonous. Keep it interesting. Make it more
challenging. This can be done by assigning employees greater responsibilities or indulging
them in training programmes.
 Maintain a continuous interaction with the employees. Keep them updated about
company’s policies, procedures and decisions. Keep the employees well-informed. Informed
employees will make sound decisions and will remain motivated and productive. Also, they
will feel as a member of organizational family in this manner.
 Encourage employee feedback. This feedback will make the employers aware of the
concerns of employees, and their views about “you” as an employer.
 Give the employees competitive salary. They should be fairly paid for their talents, skills and
competencies.
 Be friendly but not over-friendly with the employees. Build a good rapport with the
employee. The employee should feel comfortable with the manager/supervisor rather than
feeling scared.

2. Firing

 Check your past feedback. If you've been giving this employee glowing performance
reviews and a raise each year, they'll understandably be shocked when you call them into
your office and give them the boot. Look back at your relationship with this employee, and
if you've been sending them overly positive signals, don't fire the employee immediately.
  Give them a warning. Talk to your employee in your office, explain that you're unhappy
with their performance, and give them a limited period of time (at least 30 days) to turn
things around. Make it very clear that if they continue to "fill in the blank with their bad
 behavior," you'll have no choice but to terminate them immediately. Prepare a "memo to
the file" detailing what you told the employee.
  Focus on specific behaviour goals. Give the employee a list of behaviours you find
unacceptable, and tell them exactly what they needs to do to get back into your good
graces. Do not allow the employee to drag you into a discussion that focuses on anything
other than what you've just covered.
 Make it short, sweet and to the point. Do not get caught up in the employee's emotions
Have a witness present during the meeting in case the employee threatens retaliation. Then
proceed with the following steps:
 Tell the employee that they're being terminated and when they'll be expected to leave the
office.
 Explain that the firing is "for cause," but avoid going into detail about the grounds for
termination. You don't want to start an argument. Just point out that the employee
did not attain the goals you wanted them to reach in their latest "performance
review." If the employee objects or becomes defensive, say simply "I'm sorry, but my
mind is made up."
 Explain how much severance pay (if any) you'll be providing and what other benefits
they'll be entitled to after they leave your employment.
 Explain to them what you'll say should anyone call and ask you for a job reference. Be
sure you've spoken with an employment law attorney first and have agreed on the
exact wording.
 Ask for a release, and give the employee an incentive to sign it.
 Do not fight the employee's claim for unemployment benefits. If you do, there's likely to
be a hearing, which will be transcribed by a court stenographer. No matter what you say
during the hearing, your ex-employee is likely to be awarded benefits anyway, and if you
say one thing out of line, you've just given your ex-employee "Exhibit A" in their lawsuit for
wrongful termination.
3. Promotion

 Manage your workforce, but avoid micromanaging. No one likes their employer looking
over their shoulder every minute of every day. More than ever there is a large pool of
employees who don’t need managing. Self-starters are in abundance and work a whole lot
better without a micromanager. Employees need to be given freedom to think for
themselves and work in a space that isn’t constrained at every turn. In order to produce
exceptional results, quit micromanaging.
 Recognize good work. You must ensure that as an employer you always have something
positive to say about your employees and their work. Don’t rely on the old principle if you
don’t say anything that means everything is fine. Rewards, and other ways of keeping
employees happy will make them feel that their effort is being recognized and that the
company needs them.
 Set goals, reward if met. Set a goal and do something fun if the goal is met. Giving your
employees a challenge throughout the day will give them something to work towards and
generally they will go above and beyond to meet the goal. For example, focus on
 production goals or deadlines that have to be met. If they meet them ahead of schedule,
go out for happy hour on the company, extend their lunches, or if viable, let them take half
a day. These simple rewards will revitalize your employees and give them more drive to
produce the same results outside a rewards system.
 Challenge your employees. To go one step further on setting and meeting goals, challenge
your employees with new tasks that might be outside their job function. Making
employees feel like they are apart of a bigger change will encourage them and keep the
quality of their productivity up.
 Food is fun. Food can be a powerful short term motivator for your workplace. Free lunches
boost workplace morale and wellness (depending on what you provide for them).
Providing free food doesn’t only increase morale, but it makes employees appreciate a
company a little more. Free food has this magic quality that instantly gives your company
credibility with employees.
4. Retention

 Employers protects the welfare of employees, treating them respectfully, providing good
working conditions and not abusing their power or discriminating against them.
 A healthy employer-employee relationship begins when you recognize the other person’s
strong points and give them opportunities to utilize these strengths. Not only are you
creating awareness but also an appreciation for how that person is built.
 One must know each other’s resistance to stress and sensitivity levels in order to
communicate feedback more effectively. Basically it’s all about approaching someone the
way they need to be approached in order to bring out the best in them.
 The employee's freedom to speak his or her mind freely within the organization is another
key factor in employee retention. 
 The perception of fairness and equitable treatment is important in employee retention.
 Your best employees that you want to retain seek frequent opportunities to learn and grow
in their careers, knowledge and skill. 
 No matter the circumstances, never, ever threaten an employee's job or income.
 Your staff members must feel rewarded, recognized and appreciated.

Sources:
https://workology.com/5-ways-improve-employees-quality-of-work-life/
https://www.cleverism.com/when-and-how-to-promote-your-employees/
https://www.entrepreneur.com/article/166644
http://managementstudyguide.com/employee-relationship-management.htm
https://www.bizfilings.com/toolkit/research-topics/office-hr/using-proper-employee-
termination-procedures