Media Management Employer Employee Relation

Media Management
Masters. Semester IV
Media Management
Employer-Employee Relation
The employer-employee relationship is crucial to

every workplace.
It is also very important in Media Houses

The Media HR Department has sorted through the

resumes.
Conducted the interviews.
Ran the background checks.
Vetted the top candidates.
Made your employment offer.
And, finally, hired the employee.
The hiring process is a stressful one for candidates, but it’s

even more stressful for the employer.
A job applicant only needs to send in an application, go to
an interview, and play the waiting game.
An employer must wade through hundreds of applications
and dozens of interviews in hopes of finding just one
person who is perfect for the job.
Hiring is only the beginning.
Sure, the screening and interview process might be done,
but the next stage—developing an employer-employee

relationship—is just as important
The employer-employee relationship is vital to every

company in every industry you could possibly think of.
But most important to Media Houses.
A strong employer-employee relationship results in the

employee feeling respected, empowered, and supported.
These feelings create passion and engagement in the

workplace, nurturing strong employee morale and a
vibrant company culture.
Happier employees are more likely to work their hardest

and stick with their jobs for the long haul, which affects
everything from revenue to employee retention.
The employer-employee relationship is at the root of any

team’s success.
Here are the five essential components you need to pay

attention to while establishing relationships with your
employees.
Respect
Both parties need to respect each other for an employer-

employee relationship to exist.
An employee who disrespects his manager can damage

the hierarchal leadership structure of the workplace and
reflect badly on the company.
Perhaps an employee badmouths his boss behind her back

at work, encouraging other employees to develop similarly
disrespectful attitudes.
Respect
Alternatively, maybe the employee takes his grievances

against his boss to social media, creating a potential PR
problem for the company.
Either of these outcomes can be devastating to workplace

morale, productivity, and harmony.
Respect
Even though the boss is at or near the top of the hierarchy,

she has no right to disrespect her employees.
An example is a manager who yells at his employees,

makes threats, or mocks people on the team: these shows
of disrespect and intimidation are not just bad for the
employer-employee relationship, but can also escalate
into genuine harassment or abuse.
Respect
That kind of issue can lead to everything from low

employee retention and bad word-of-mouth to fines and
lawsuits.
Issues like verbal abuse and sexual harassment do not

exist in a healthy employer-employee relationship.
Communication
Open communication is a cornerstone of any successful

relationship, and the employer-employee relationship is
no exception.
As the employer or boss, transparency is part of your job

description.
Make sure all employees understand their responsibilities

and the expectations to which they are being held.
Communication
These details are important, and keeping your employees

in the loop will make them feel like part of the whole.
Employees need to be willing to speak up.
Whether it’s raising a complaint about management style

or informing a boss about a death in the family that might
impact productivity, employees are just as obligated to
communicate as employers are.
Support
Employers need to support their employees to establish

relationships of trust and respect.
This element can take on a few different forms. For

instance, an employer should take an interest in an
employee’s goals.
Figuring out what an employee wants to get out of a job—

regarding experiences, new skills, knowledge, or the like—
is one of the first things that should happen after hiring.
Support
That might mean assigning the employee to specific

projects or helping her find learning and professional
development opportunities that can benefit both parties.
Support can also mean simply having your employees’

backs on a day-to-day basis.
A manager who throws his employee under the bus for a

mistake or a missed deadline is not being supportive.
Support
Constructive criticism may be warranted, but blaming

employees for things that went wrong instead of
identifying areas for improvement is the antithesis of good
relationship-building.
Boundaries
There need to be boundaries in every employer-employee

relationship.
The first is the boundary between the professional

relationship and the personal relationship.
Many bosses like to be friendly or even social with their

employees.
However, developing close personal friendships—or

worse, romantic bonds—is messy territory that can lead to
allegations of sexual harassment or favoritism.
Boundaries
The second line that shouldn’t be crossed is the boundary

between work life and home life.
An employer who thinks it is appropriate to call, text, or

email employees at all hours of the day is not respecting
boundaries.
Once the workday ends, bosses should make a rule of not

contacting their employees unless there is a genuine
emergency.
Appreciation
To foster strong employer-employee relationships,

employers need to show that they recognize and
appreciate the contributions their workers are making to
the company.
This kind of recognition can come in many forms, from

strong evaluations to employee of the month awards to
raises, bonuses, or job promotions.
In short, employers should remember that while criticism

is an important part of the professional world, so is praise.
Conclusion
Strong employer-employee relationships are not built

overnight. It takes time to build trust, respect, and
understanding.
However, by understanding the elements that go into

effective workplace relationships, you can focus more on
establishing those bonds with your employees.
Thank You

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Media Management

The employer-employee relationship is crucial to

It is also very important in Media Houses

The Media HR Department has sorted through the

The hiring process is a stressful one for candidates, but it’s

Hiring is only the beginning.

Sure, the screening and interview process might be done,

but the next stage—developing an employer-employee

The employer-employee relationship is vital to every

But most important to Media Houses.

A strong employer-employee relationship results in the

These feelings create passion and engagement in the

Happier employees are more likely to work their hardest

The employer-employee relationship is at the root of any

Here are the five essential components you need to pay

Both parties need to respect each other for an employer-

An employee who disrespects his manager can damage

Perhaps an employee badmouths his boss behind her back

Alternatively, maybe the employee takes his grievances

Either of these outcomes can be devastating to workplace

Even though the boss is at or near the top of the hierarchy,

An example is a manager who yells at his employees,

That kind of issue can lead to everything from low

Issues like verbal abuse and sexual harassment do not

Open communication is a cornerstone of any successful

As the employer or boss, transparency is part of your job

Make sure all employees understand their responsibilities

These details are important, and keeping your employees

Employees need to be willing to speak up.

Whether it’s raising a complaint about management style

Employers need to support their employees to establish

This element can take on a few different forms. For

Figuring out what an employee wants to get out of a job—

That might mean assigning the employee to specific

Support can also mean simply having your employees’

A manager who throws his employee under the bus for a

Constructive criticism may be warranted, but blaming

There need to be boundaries in every employer-employee

The first is the boundary between the professional

Many bosses like to be friendly or even social with their

However, developing close personal friendships—or

The second line that shouldn’t be crossed is the boundary

An employer who thinks it is appropriate to call, text, or

Once the workday ends, bosses should make a rule of not

To foster strong employer-employee relationships,

This kind of recognition can come in many forms, from

In short, employers should remember that while criticism

Strong employer-employee relationships are not built

However, by understanding the elements that go into

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