Unequal rights: Employee relations mistakes every manager must avoid

In an ideal company, tension does not exist between employee and employer as management is fully aware of the strengths and limitations of their employees, trusting their employees with certain degree of autonomy in the way they carry out their work. However, reality is hardly the desired ideal environment, and employee-manager relations are often rife with intrigue and office politics that they may prompt employers to make decisions that may be prejudiced against their workers.

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Most employee relations mistakes boil down to basic issues such as the lack of trust in employees’ capabilities, the lack of respect for employees’ personal and legal rights, and disregard for employment conditions. And these arise in a number of situations including:

Playing favorites – When employers apply a different set of standards to certain employees or limit the growth opportunities for some, a work environment filled with jealousy and resentment is likely to emerge. Employers must be conscious of any preference for certain employees.

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Ignoring labor laws and employee rights – Employees are protected by the law against issues such as wrongful termination, workplace discrimination, and harassment. Disregard for labor laws breeds not only employee contempt but also possible legal dilemma for employees.

Failing to show appreciation – Employees are part of the company’s success and failing to recognize their contribution could result to low morale and job dissatisfaction. Employers should provide regular feedback to their employees for their hard work to keep them motivated to perform well.

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