Relationship Dynamics – Part 2

The next phase is the Expansion Phase. This is when the relationship moves from one of exploration to one of rewards and exchange between partners. During the exploration phase, both partners become more dependent upon the other. The employer understands that in order to have a productive business the employee must be valued and encouraged. The employee understands that in order to have a nurturing and rewarding work environment, he/she must be willing to work hard and to participate in the company growth. Both partners have made concrete commitments to each other, taking on not only risk, but also the rewards that come from the association.

Many businesses today expect the employee to give and give and then give some more; often with no thought to compensation. The employer believes that the employee will do whatever is necessary to retain their job. For some employees this may be true. These employees have fallen into a rut where a job is simply worked, with no rewarding benefits. At the same time, these employees will not provide positive feedback to the employee, nor will they be willing to become a part of growing the business. The employer can expect the employee to do only what has been asked and no more. In order for the employer to have employees that strive to do their best there needs to be some consideration given, some reward for all of the hard work that the employee has done. This may be a bonus, a larger than normal pay raise, verbal/written recognition for a job well done, or even consideration that the employee has a life outside of work, and thus expecting 50-60 hours/week every week is unrealistic.

This attitude, if carried through by both parties, leads to the final phase, Commitment. Commitment is the lasting desire to maintain or preserve a relation that has value for both parties involved. In order to reach this phase, both parties must have fully bought into the relationship. They then share a common belief in the company as a whole, and in the job that is being performed. In addition, resources are dedicated on both sides to help facilitate the other parties’ well-being and happiness. Commitment enables the relationship to survive either party’s mistakes, a willingness to forgive.

Unfortunately, there are many times where one, or both, of the parties involved decide to dissolve the relationship. Perhaps the employee is not giving their all to the job. Perhaps the employer is making expecting 60 hours a week when the employee has other commitments outside of the job that must be kept. It could even be that the employee wants to be an integral part of growing the business, but the employer, for whatever reason, feels compelled to not listen. There is a multitude of reasons why a relationship is dissolved; however such actions invariably cost both parties money, time, resources, and emotional stress.

In these current economic times, it is in everyone’s best interests to move to a commitment phase in the relationship. The employer should find out why the employee is under-performing. Perhaps their manager is mismanaging them. It could be that the employee is stuck in a job that they do not like. There is always a reason and it usually takes very little to find out what that reason is. In return, the employee should strive to always perform their best, regardless of what job they are doing. This will help to ensure that the employer is willing to listen when issues do arise. Be aware though, that some situations are just plain toxic. If this is the case then the relationship should be immediately dissolved, whether it is the employer or the employee who dissolves the relationship. A happy employee is a productive employee. In return, a productive employee makes for a happy and prosperous employer.