Healing a Fractured Relationship With a Respected Employee
Valued professional, workplace relationships with respected employees can get badly damaged. Knowing how to communicate in words and actions in response in a manner that helps stop the pain and promote a healing effect, ideally to save the relationship and move forward in a healthy manner can challenging, yet it doesn’t have to be impossible.
Emotions are powerful. Trust gets wounded or killed off. People get angry and resentful and if they don’t want out of the organization they will carry negative emotions while remaining within the relationship and culture.
This article shares some ideas for responses from leaders.
Jared Pope
“The company must act with utmost transparency,” says Jared Pope, workplace culture expert, HR law specialist and the founder and CEO of Work Shield. “This is crucial not just to safeguard their reputation but to preserve and mend their bond with the affected employee, setting the stage for a brighter future.”
He talks about how can and should work in practice.
“Open dialogue is fundamental in re-establishing trust, brick by brick,” Pope says. “To mend and fortify employee relations, it’s imperative that companies adopt a proactive stance: champion transparency, uphold clear guidelines and leverage tools that allow for incident reporting. Only by doing so can organizations move towards a healthier, more harmonious future.”
He is a strong proponent of making it simple for employees to communicate dissatisfaction.
“Having a robust incident management platform in place empowers employees to voice concerns, ensuring their safety, even if the accused is in a position of power,” Pope says.
This is important even if it is unsettling for leaders.
“Ignoring any form of workplace misconduct is the gravest mistake an organization can make,” Pope says. “Clear policies should be set and consistently adhered to, minimizing scenarios that can strain employer-employee ties.”
Another leader agrees with the commitment to promptly step into the discomfort of problems.
“It requires open communication, empathy and a genuine willingness to address the issues,” says Steven Light, executive vice president of ecommerce & digital solutions at Avenue B, an online beauty corner store.
“Begin by acknowledging any misunderstandings or mistakes that may have contributed to the fracture,” he adds. “Engage in honest conversations to understand their perspective and concerns. Show appreciation for their contributions and demonstrate a commitment to working together toward resolution.”
It’s important to create the psychological safety for the employee to communicate honestly and contribute in the intended problem solving.
“Provide opportunities for feedback and collaboration,” Light says, “creating a positive and supportive environment that rebuilds trust and strengthens the employee-employer relationship.”
Jonathan Zacharias
“Begin with open and honest communication,” says Jonathan Zacharias, founder of GR0, a digital marketing agency. “By actively listening to their concerns and taking them seriously, you can better understand their perspective and address any grievances they may have.”
Listening well and with humility is connected with inspiring a welcomed response.
“Expressing empathy and showing genuine remorse for any past misunderstandings or conflicts can help rebuild trust and foster a sense of understanding.”
Dr. Miles Beckett
“Sometimes employees can get hurt when they do not receive a promotion,” says Dr. Miles Beckett, co-founder and CEO of Flossy, a technology company for affordable dental care.“These decisions can be difficult when there are more viable candidates than there are promotion opportunities.
“Even if your employees who did not receive the promotion know that the decision may have not been easy, it is still worthwhile to mention this verbally after all is said and done.”
He explains his reasoning, as such, “This allows you to build a sense of compassion, understanding and appreciation for your employees, especially those who may feel disappointed.”
Daniel Osman
Final Say
“Actively working together to create a mutually beneficial solution can demonstrate your commitment to resolving the issues and strengthening the relationship,” says Daniel Osman, head of sales at Balance Homes, a company with a mission to end foreclosure.
He boldly recommends this decision because of the confidence he has in it, which is rooted in the humanity it involves.
“This approach works because it allows both parties to feel heard, validated and committed to moving forward in a positive and productive manner,” Osman says.
He does offer one final piece of advice.
“Be sure to set clear expectations and boundaries for future interactions.”
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