The Key to Healthy Employee-Employer Relationship is...

Have you heard this line lately in business corporate circles: It is only a matter of trust? The line contains
a few words but a wealth of meaning. It simply refers to the fact that without trust, the business world
would come to a standstill. It is trust that lubricates the wheels of business. Even more so, the trust that
must exist between employee and employer.

When employees fail to trust their CEO, the company will suffer in terms of transmission breakdown,
high attrition rates and wasted creativity and innovation. In the long run, it will lose out to its more
robust competitors. After all, to paraphrase Thomas Watson: The great accomplishments of man have
resulted from the transmission of ideas of enthusiasm.

The good news is that this trust deficit haunting employee and employer ties is still manageable.
A recent Blessing White survey found out that 52 percent of employees trust their top brass. The
downside is that nearly half of employees don’t trust their boss.

Top management in such a downside situation needs to urgently repair the trust fabric that binds an
organization. If not, things can get progressively worse for there has been poor understanding of the
people side of innovation.

And a little understanding is a very dangerous thing. The top management of the organization will be
unable to explain why it cannot produce innovative ideas and put them into successful operation. Here
then is the stonewall the management can break its head on and yet come no closer to any worthwhile
way forward.

If the organization cannot innovate, it is going to die. There is no other way but to comprehend the
invisible human part of the innovation process, aside from the tangible business and technical elements.

Failure to comprehend that innovation needs people is due to the hardwired preference of our brain
which rejects a change in outlook. We all know that bringing about change is difficult as we like our
brain to function on auto pilot. That’s neuroscience for you, understanding of which can lead to better
employee-employer relationship.

So what is neuroscience? It deals with the natural process of the functioning of the brain. Our brain is
designed to be driven by one of its frontal parts, basal ganglia which is governed by habits and patterns.
Consequently, it requires a great deal less energy to function than working memory.

Now if we are faced by some kind of change from our routine schedule, our prefrontal cortex will resist
the necessary shift to working memory. When we come to realize that it is working memory which is
capable of adjusting to change, we can fully appreciate the effort needed to overcome hardwired habits.

Meeting change head on is possible then if top management comes out of its comfort zone and starts
using working memory. It will then restore the trust quotient in employee-employer relationship. In
return, employees will allow their innovative juices to flow.

Author Bio-

Aimee is a writer and design consultant and writes on a variety of subjects ranging from
interior designs, bathroom products, and social issues and also gives tips on buying products
such as bathroom suites, cabinets and the likes.

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Redundancy Employment Law In The UK

UK employment law covers various topics to do with the rights of employees and the obligations
of employers, from minimum wages, working hours regulation, anti-discrimination provisions,
fair-pay requirements and unfair dismissal rules. One of the major areas of the employment
relationship that is regulated is redundancy. Employment law on redundancy covers the entire
process of redundancy, including the notice given to employees, the process for selecting
employees for redundancy, and the redundancy pay due to employees.

Redundancy employment law regarding the process of redundancy requires employers to give
affected employees sufficient notice regarding the redundancy process. Employees must be
consulted about the redundancy process and the alternatives to widespread redundancies. For
example, methods of reducing the number of redundancies may be considered, such as ways of
implementing budget cuts.

If an employee is selected for redundancy, the employer must give them at least their
minimum statutory notice period, which is at least one week’s notice if they have been
employed between one month and two years; one week’s notice for each year if they are
employed between two and 12 years; and 12 weeks’ notice if they are employed for 12
years or more. It is important to check the individual employment contract to see if a notice
period different to the statutory minimum was agreed. And, in some cases the employer may
have included a payment in lieu of notice clause, in which case the employer can end the
employment contract without any notice but must pay the employee for the notice period
instead.

Employment redundancy law also requires the employer to provide the employee with a
written notice of the redundancy which includes the reasons for redundancy. Alternatively, this
may be included within a compromise agreement which includes various clauses, generally
including a clause which bars further legal action once the compromise agreement is signed.

It is crucial that employees get legal advice from an employment solicitor before signing
a compromise agreement. If the employee is dissatisfied with any of the clauses in the
compromise agreement, they may be able to negotiate them with their employer.

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