Relationships at work

The area of study of relationships at work includes the interactions between the employer and the employee and between the employees themselves. This topic is scientifically dealt with by disciplines such as communication, management, sociology of work or psychology. These relationships are not limited only to formal interactions, but also include voluntary and personal relationships that affect the entire work environment and determine the order in which we function in the professional space, since they are emotionally characterized.

On the one hand, it is important to maintain formalities and not to cross the designated boundaries, however, on the other hand, work is a living organism, and interpersonal relationships are inherently imperfect and require constant work. Therefore, it is worth taking care of the quality of professional relationships, even those that go beyond rigid organizational frameworks.

Research of relationships at work

In the article The Power of Healthy Relationships at Work (2022) published by Harvard Business Review pointed out several principles that support the building and regulation of relationships at work at different levels. Social psychology research identifies five key principles to support the development of relationships, both personal and professional:

1. Transparency and authenticity: Building trust through openness and honesty in relationships.
2. inspiration: Motivating others to grow and take on challenges.
3. Emotional intelligence: Ability to manage one's own emotions and understand the social context at work.
4. Taking care of yourself: Maintaining a balance between work and personal life, taking care of health and rest.
5. Values: Commonly agreed principles that form the basis of the relationship.

These principles are based on research that emphasizes that the key elements of lasting relationships are not only communication, but also the compatibility of values and mutual support.

Building positive relationships at work can significantly affect the level of employee satisfaction. The study Personal Workplace Relationships: Unifying an Understudied Area of Organizational and Personal Life (Rebecca M. Chory, Sean M. Horan, 2023) conducted at Divine Word Colleges in the Ilocos region of the Philippines analyzed the relationship between relationships and job satisfaction. Using questionnaires and literature analysis, the researchers analyzed employees from Ilocos Sur and Ilocos Norte. Results showed a significant correlation between good workplace relationships and job satisfaction, as confirmed by a descriptive correlational design using Pearson's coefficient r.

Key Findings:

1. Worker-employee relations: The report highlights that these relationships have evolved with the development of human resource management, moving away from treating workers as a uniformly negotiated collective. Emphasis is placed on individual approach, open communication, loyalty and mutual respect, which promotes a better atmosphere and greater productivity in the company.

1. Employer-employee relations: The study found that employee motivation is more important than formal contracts in the context of productivity and performance. Employers must therefore balance between wage restrictions and maximizing employee efficiency.

Threats: Great Resignation

The experience of mass departures of employees in 2020 made it clear how important working conditions are. This phenomenon has affected not only the United States, but also other countries. As the Harvard Business Review points out, its sources date back even before the pandemic, though 2020 was a pivotal year. The pandemic has affected the way work is perceived, paying more attention to issues such as: working conditions, the possibility of remote work, relationships between employees, life priorities and health and financial security. Already since 2009, there has been a trend of increased number of job leavers, which the pandemic has only accelerated. According to the Harvard Business Review:

From 2009 to 2019, the average monthly dropout rate increased by 0.10 percentage points each year. Then in 2020, due to the uncertainty caused by the Covid-19 pandemic, the quit rate slowed as employees kept their jobs in greater numbers. This break was short-lived. In 2021, as stimulus checks were sent out and some of the uncertainty subsided, a record number of employees quit their jobs, creating the so-called Great Resignation.

Although the reasons for quitting work are often cited as factors such as retirement, moving, health risks or rotation, it is worth paying attention to the working atmosphere, interpersonal relationships and daily satisfaction. These elements have a big impact on the decision of employees to stay or leave the company. The lack of organizational culture can significantly shape the perception of work and relationships in the team, which confirmed the phenomenon Great Resignation. It showed how crucial the working conditions, atmosphere and sense of security are for maintaining stable staff.

Navigating between formal and informal spheres at work can be difficult if we do not establish clear rules beforehand that will determine what relationships are supposed to look like. It is important to refer to proven “tricks” that will improve the clarity and quality of relationships. The collaborative teamwork carried out during the studies at SWPS University in 2022 (analysis of the impact of communication on the atmosphere in the team) reveals the key aspects of the employee-employer and employee-employee relationship, allowing better management of interactions and expectations.

Referring to the joint teamwork carried out during the studies at SWPS University in 2022 (unpublished material analyzing the impact of communication on the atmosphere in the team), one can single out key issues regarding the relationship both between the employee and the employer, and between the employees themselves. The study focused on the importance of open communication, mutual trust and clarity in contacts, which has a fundamental impact on the quality of cooperation and the atmosphere in the workplace.

To discuss good relationships at work, it should be emphasized that they are a key component of human well-being, encompassing the need for healthy and fulfilling social relationships. Social aspects of work, such as the atmosphere in the organization, the relationships between employees and teams, the effective flow of information and the ability of employees to participate in decision-making processes, have a key impact on the achievement of business objectives, as well as on the satisfaction, motivation and commitment of the team.

In the analysis carried out, two main areas of consequences resulting from inappropriate relationships at work were distinguished, with a breakdown of the impact on employees and the company (supervisors).

Employees: decrease in commitment and motivation, giving up work.

Superiors: loss of valuable employees, difficulties in achieving business goals, negative impact on the image of the company.

Among the most common problems in relationships are: lack of communication, lack of clear procedures and goals, gossip, excessive control, lack of feedback, lack of boundaries. These problems can be solved through clear working principles, effective communication and regular feedback. Good practice fosters a better work culture and requires the involvement of both employers and employees.

Employer:

1. Receives information from employees, listens to their needs,
2. Responsible for the work of the team and supervises the entire operation of the company,
3. Creates clear work guidelines, sets goals and supervises their consistent implementation,
4. Does not use the free time of employees,
5. He does not shy away from responsibility,
6. It opens up to new methods of management.

Worker:

1. Engages with the tasks entrusted to him,
2. Seeing the conflict in the group: seeks a solution by informing about the problem,
3. Collaborates with other team members,
4. It does not spread rumors,
5. regularly performs its tasks,
6. It does not over-dominate or isolate itself from the rest of the group.

Good practices to foster relationships at work are based on clear rules, effective communication and mutual respect between employees and employers. It is crucial to build transparent operating structures and be open to the needs of the team, which contributes to the creation of a healthy atmosphere and facilitates the achievement of business objectives. Creating a space for sharing information and providing support to the team promotes better management and strengthens relationships based on collaboration and trust.

Sources:

1. https://hbr.org/2022/03/the-great-resignation-didnt-start-with-the-pandemic
2. https://pmc.ncbi.nlm.nih.gov/articles/PMC10525437/
3. https://hbr.org/2022/06/the-power-of-healthy-relationships-at-work
4. Dyks, M., Ozimek, W., & Molińska, A. (2024). Appropriate relationships in the workplace. Unpublished presentation, SWPS University.