How to Develop Good Relations with Your Employees - dummies

How to Develop Good Relations with Your Employees

By Sue Fox

Your business’s employees keep your business going, so it’s important that you keep them happy and productive if you want your business to grow. The key to having a good relationship with your employees is rather obvious: Your employees aren’t your slaves, and they’re not drones; they’re people who deserve your respect. Praise them when their work is excellent. Comment on their work (in private) when it needs improvement. Above all, acknowledge their existence and their hard work, and treat them with courtesy.

These may seem like obvious guidelines about how to treat anyone well, and it’s pretty easy to follow them when things are good. But when times get rough, deadlines are missed, and tempers flare, the stressful business of doing business can make it difficult to maintain a proper perspective on your employees.

As the boss, the things you say and do have consequences for others. Do your best to make these consequences positive:

  • Ask, rather than tell, others to do things.

  • Be clear.

  • Be polite.

  • Know people’s names, and use them.

  • Recognize that everyone has a life outside work.

  • Show sensitivity, be accommodating, and don’t pry.

Let your staff know how you prefer to be addressed. Say your name slowly and clearly when you meet new employees so that others will understand the proper pronunciation. Spell your name if you think it will help.

Follow these guidelines for harmonious working relations with your staff:

  • Keeping an even tone in your voice helps everybody work efficiently. Correcting errors is best accomplished privately, politely, and precisely. Yelling at people — even people who deserve it — is rarely effective.

  • Try to give precise and clear instructions. Vague and ambiguous instructions are stressful for anyone who’s trying to fulfill them.

No one is perfect, of course. If you make a mistake, admit it. If someone else makes a mistake, remember that your irritation is rarely another person’s motivation. Instead, focus on the situation and its solution.