Defining the employer / employee agreement

Building and maintaining a good working employer / employee agreement is about managing expectations, as an employer needs to be clear about what he or she expects, and employees need to understand what to expect from an employer.

"Working relationships break down when expectations on either side are not met," says Sarah Wapling from Randstad. "And that's when productivity suffers."

The key to managing expectations is starting off with an employer-employee agreement.

Two sides to the story

Problems can arise in the workplace when an employee perceives that:

• they are undervalued or misunderstood
• their career is not developing as they'd hoped
• their salary is not as high as it should be.

Employers begin to question the value of staff when they feel that:

• a person's work is not up to standard
• their employees' productivity levels are unsatisfactory
• their employees' focus is elsewhere.

An employer-employee agreement can help to minimise these issues by ensuring that everyone is on the same page. 

Effective communication

Workplaces that encourage honesty and open discussion tend to foster good working relationships between staff and their employers or management.

"If both sides feel comfortable about voicing concerns early, then issues are less likely to escalate," says Sarah. "And it's important to remember to communicate positive things, like congratulating someone on a job well done."

Ongoing review

Setting expectations in the workplace is not simply a matter of stating how things should be done. It is also important to periodically review the progress of the relationship. Including your review procedures in the employer-employee agreement is a good way to ensure that staff know what to expect.

The review process can be conducted formally or informally, but the key is to examine whether expectations are being met and discuss how each party is feeling about the working relationship.

Attitude is key 

The way each party feels about their role in the business is crucial to the workplace relationship. Employers and managers must feel a duty of care towards their staff. This will help ensure they do whatever helps the person become a more productive member of the working team.

"As for employees, they should ask themselves not what the business can do for them, but what they can do for the business," says Sarah. "They are then more likely to feel an integral part of the team and take ownership of the success of the business."

The formal contract

All vocational expectations should be included in a formal document such as an employer-employee agreement. This might contain details such as:

• salary entitlements
• leave provisions
• OH&S and Equal Opportunity obligations
• behavioural requirements
• company goals and philosophies.

Employment consultants can assist with these contracts and provide advice on all matters pertaining to employer-employee relations. So talk to an employment consultant today and discuss how you can help your business improve its internal relationships.