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A healthy relationship between employers and employees in the workplace isn’t always an easy thing to come by. That being said, everything acceptable in one workplace may not be acceptable in every workplace. The proper efforts must be put in from either party while maintaining a certain level of professionalism.

You’ll have a better chance for success if you stick to the following five steps:

1.) Have a clearly-defined state of boundaries for the workplace, including dialogue protocol and codes of conduct. Everyone should have a basic idea of how they should behave in a place of business, depending on the level of professionalism that’s expected. That being said, there are gray-areas in day-to-day interactions where personal levels of comfort and trust could blur the lines of professional conduct. And when those lines are blurred, it could be possible for certain actions or words to be misunderstood, leading to unwanted repercussions that could affect everyone in the workplace. To avoid such a situation, it would benefit everyone to keep a clearly-understood code of conduct for the workplace, to understand what’s acceptable for social interaction and what isn’t.

2.) As an employee, understand what’s expected of you in the role you have in the workplace. Of course, you should know what’s in your job description and how to complete your tasks in an effective manner. But just because something isn’t in your job description doesn’t mean it won’t be expected of you in the workplace, depending of course on where you work. Let’s say you work stocking shelves at a market and someone asks you where to find a specific product, you would probably tell them where to find it, even though your primary responsibility is to stock shelves. Or maybe your executive A’s assistant, and executive B from the same firm asks you for a quick favor, you’ll probably do what B asks even though your there for A. Ensuring a smooth work-pace can make your time easier in the workplace.

3.) As an employer, try to be flexible on certain personal needs for employees, so that they can maintain a level of professionalism in the workplace. This will help you to establish a certain level of trust with your employees and can lead to them being a little happier in the workplace. And it’s important to remember that a happy employee is far more likely to be productive than an unhappy one. However, it’s also important to remember that whereas happy employees can be productive, over-indulgent ones can become lazy and unaccommodating. It’s important to draw a firm line and let people know what’s to be fairly expected from them and what can be fairly expected in turn.

4.) As an employee, behave in a way that will reflect positively on the work you do. Higher-ups tend to pay attention to not only the positive results of your work, but also how you behave with others. If your pleasant and putting out good work, then it’s more likely that you would be remembered rather than if you were either pleasant and producing sub-par work or unpleasant and producing good work. Make yourself a person that people want to work with and you’ll make yourself more valuable to your employer.

5.) As an employer, be willing to listen to some comments and concerns from your employees. This will continue to help you gain a sense of trust from them while allowing them to offer their own insights into the goings-on of the workplace and how they believe they can be improved. You’ll be able to take this information and try to help productivity in the workplace by interpreting it in terms of how the comments and concerns interact with a good business-sense. You’ll also be able to gauge how well your employees are performing for the benefit of all.

Jeff Arnold is a professional blogger that provides news, information and advice for small business growth, employee management and leadership team development in Memphis TN. He writes for Reach Human Capital, a top human resources consulting firm in Memphis TN

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This entry was posted on Wednesday, May 15th, 2013 at 9:27 am and is filed under Career, Career Coaching, Legal. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.