THE EMPLOYEE AND THE BUSINESS

 

THE EMPLOYEE

Employees, independent contractors, and agents are all categories of workers there are in any given business setting. Although there are some nuances in the roles of each of these categories in various working relationships, for this work, we will be referring to all three as employees or workers.

An employee (labor) is an individual who works for an organization or company in exchange for compensation, typically in the form of wages or salary. Employees offer to their respective firms their time, skills, strength, and efforts to fulfill specific job responsibilities for which they were hired and tasks assigned by their employers. The success or failure of the business is largely dependent on these individuals, irrespective of their rank or skill set.

Without a worker, there is no business even in the age of sophisticated technology and artificial intelligence. The simple fact is that the smartest machine, device, or software requires a smarter programmer who is the distant employee.

 

THE BUSINESS

A business is an organization or enterprising entity engaged in professional, commercial, or industrial activities often and mainly for profits through the sale of goods and services. The establishment can take various forms, such as sole proprietorships, partnerships, or corporations, each with distinct ownership structures and legal implications. A business depends on about four main factors for anything to be produced. They are Land, Labor, Capital, and Entrepreneurship. These factors of production are interdependent and work together to create a living business.

For this discussion, we will refer to the employer and the money-making activities and events of the firm as the business. It is the business of the firm that determines what becomes of its employees – either a vibrant and effective team or a demotivated and unwilling one. The relationship between the business and its employees determines how far and well the organization can travel.

When business owners and managers begin to see workers as money-making tools just to execute their financial targets, they immediately lose the full benefits of this all-important factor of production. Such a mentality may take a while to get to the realization of employees but will be known eventually after which the reaction will begin to be felt, either in the long or short-term.

 

WHAT DOES THE BUSINESS OFFER EMPLOYEES

A business offers various benefits and perks to its employees. Benefits (tangible and intangible) that are valuable to employees, often include healthcare, time off, and retirement plans. Perks, on the other hand, are less costly but can significantly impact employee engagement and company culture. Examples of perks include on-site rest rooms, recreational facilities, and employee recognition and reward programs.

Benefits are essential for attracting and retaining employees, as they contribute to a healthy and productive workforce, improve company culture and morale, offer tax advantages, and set a foundation for growth. A competitive benefits package can help small businesses compete with larger companies that can offer higher salaries.

The above are the ideal situation and responsibilities of the business to the employees but many firms are unable to deliver these things in the way they are supposed to while others have simply ignored its relevance with many excuses; riding on the back of the threats of high unemployment rates and dealing with workers as if they were doing them a favor.

Many firms are without a recognized HR officer nor have an individual who represents staff at crucial gatherings of the firm. Key decisions are made about the functions of the business that directly affect the way of work of employees, yet they are kept in the dark for reasons best known to management. One of the great reasons why big corporations have fallen never to rise again is the gradual disaffection of employees from the firm. Why? Owing to the high rate of unemployment, workers can stay with a firm for the longest seeable time just to have some salary saved while they search for the next job opportunity.

 

WHAT DO EMPLOYEES OFFER THE BUSINESS

Employees offer their skills, expertise, and labor to a business in exchange for compensation, benefits, and job security. They contribute to the business's success by performing various tasks and responsibilities, generating revenue, and maintaining a positive work environment. Employees' contributions are crucial for businesses to operate efficiently and effectively, and their satisfaction and well-being are essential for long-term success.

Employees offer several benefits to a business, including:

1. Productivity: Employees are responsible for carrying out the tasks and responsibilities necessary for a business to operate. By performing their duties efficiently and effectively, they contribute to the overall productivity of the business.
2. Innovation: Employees often have unique perspectives and ideas that can help a business innovate and stay competitive. By encouraging creativity and collaboration, businesses can tap into their employees' knowledge and expertise to develop new products, services, and processes.
3. Customer satisfaction: Employees are often the face of a business, interacting directly with customers and clients. By providing excellent customer service, employees can help build and maintain positive relationships with customers, leading to increased loyalty and repeat sales.
4. Company culture: Employees contribute to the overall culture and atmosphere of a business. By keeping a positive work environment, businesses can attract and retain top talent, leading to increased job satisfaction and productivity.
5. Revenue generation: Employees are directly responsible for generating revenue for a business. By performing their duties efficiently and effectively, they contribute to the overall financial success of the business.
6. Risk management: Employees can help businesses manage risks by following safety protocols, reporting potential hazards, and adhering to ethical standards. By promoting a culture of safety and integrity, businesses can reduce the likelihood of accidents, legal issues, and reputational damage.

In summary, a firm shall lose all the above in varying proportions depending on how neglected or relegated the employees feel and what they feel their chances and opportunities are.  

 

EMPLOYER-EMPLOYEE RELATIONSHIPS

Here we mention three main types of relationships that exist across the varied workspaces. You will know where you belong just by taking a look at the list. You may have not considered what to call it but now you may have a term for it.

1.      Slave Master-Slave Relationship: The Business is the slave master here while the slave is the worker. The slave master is only interested in his wants and goes to any extent with the worker to satisfy his pleasures. The more the worker suffers, the more the slave rider gains.

2.      Paymaster – Worker Relationship: The business is only on a work-and-pay relationship with the worker and nothing more. It’s the strict adherence to instructions as issued by the business and the delivery of results as expected for remuneration.

3.      Stakeholders Relationship: Here, there is a good understanding of the role of each factor of production. Each party acknowledges themselves as beneficiaries of the benefits of the firm and at the same time victims of the failures of the same entity so there is always a mutual effort driven at achieving greater heights and glory for the organization.

Where do you belong? What can you do about it?

A WINNING TEAM

To create a winning team between employers and employees, several factors come into play. First, there should be a strong sense of mutual respect and reliance, with both parties relying on each other for the success of the business. Employers should provide clear expectations and guidelines for employees, while also giving them the autonomy to build meaningful relationships and collaborate confidently. Employees, on the other hand, should be open with their employers and share information about themselves and their lives.

Another crucial factor is the development of a positive workplace culture that promotes diversity, frequent feedback, a sense of purpose, and fun events. This culture can help motivate and inspire employees, leading to increased productivity and lower turnover rates. Additionally, providing opportunities for continuous learning and growth can help employees feel like they are growing and developing in their careers, leading to higher levels of engagement and motivation.

Finally, winning teams are characterized by their ability to act quickly and effectively, celebrate the positives and reject the negatives, and maintain a positive and productive dynamic. They have leaders focused on achieving results and prioritize staying focused on their mission, motivating team members effectively, and providing clear guidelines for working towards common goals. By fostering a culture of winning and collaboration, employers and employees can work together to achieve common objectives and drive the success of the business.

 

THE WATCHMEN EXPERIENCES

·         Who do you hire to man your elegant office or workspace?

·         What does the hiring process look like?

·         Do you onboard them?

·         Is there a well-established line of communication?

·         Do you consider them when appraising your staff?

·         How much of the sustenance and growth of your firm depends on them?

The above are a few thoughts for you to consider when you next think about business development. I may not be able to give you details on these experiences with some security officers of a growing firm in a very competitive business environment but the list above will do the rest of the job for me.

On one of two occasions involving two different official security persons, a would-be client of an institution was denied entry into the front office of the firm through very unprofessional and offensive language by the security man. On the first occasion, the security man was alone at the main entrance of the main building of this firm on a holiday, just at the sight and greeting of the visitor, the security responded with much anger and resentment but because of the need for the visit, the visitor kept his calm to engage him until he secured the permission of the officer to enter the premises to engage the receptionist.

At the second encounter, another security man from the same institution was with two other personnel at the entrance of one of the buildings when a would-be client approached and greeted them informing them of the reason for his visit which was to observe a class after being directed from the front office. Unfortunately, the security officer denied the would-be client access to the facility and this time round, the client decided to leave and not bother to go back to the front office staff. We hope these stories help us convey the import of the topic. Thank you.

 

8^TH APRIL, 2024

THE COLLEGE BUSINESS CONSULT

thecollegebc@gmail.com