Balancing Employer and Employee Expectations

Introduction

Every employer-employee relationship is based on a mutually agreed upon set of expectations, which are frequently unstated. While employees expect fairness in salary and rewards, promotions, self-development opportunities and support, employers want performance, loyalty, and professionalism from their employees. The strength of employee relations is determined by how well these expectations are handled and matched. Mismatches can lead to turnover, conflict, and dissatisfaction. However, trust and participation thrive when expectations are reasonable and reciprocal.

This article explores the expectations of employees and employers, the role of HR in handling and managing expectations and change in the expectations in a post-pandemic world.

Understanding Employee Expectations

The ideas and presumptions people have about what their employer ought to offer at work are known as employee expectations. These expectations have an impact on loyalty, contentment, and motivation.

According to Armstrong (2017) and Henderson (2017), common employee expectations include:

•         Equitable and consistent treatment

•         Stability and job security

•         Conditions for safe and healthy work

•         Leadership that communicates openly

•         Chances to improve professional knowledge and career development opportunities.

•         Respect and recognition

•        Freedom and work-life balance

•        An opportunity to participate in decision-making

 

When employee know that they receive what they expect from their employers, employees feel valued and engaged. However, if the employers are failed to meet the expectations of their employees, the morale, productivity and the employee retention will go down.

Understanding Employer Expectations

On the other hand, employers too have their set of assumptions and beliefs on which how their employees will behave. Those assumptions are known as the employer expectations. These expectations are linked to the culture, goals and objectives of the organization.                                                                                                     

Below points will give an understanding about the expectations of a typical employer.

•         Punctuality

•         Honesty

•         Respect for organization’s rules and regulations

•         Excellent output and performance

•         Professionalism and adhere to the code of conduct

•         Cooperation and teamwork

•         Initiative and the ability to solve problems

By meeting the above expectations, employees will assist to employers to execute the mission of the organization in an efficient and ethical manner. However, when the expectations of the employers did not meet, issues will be arisen in performance which will lead for a conflict between employer and employee.

 

The Role of HR in Managing Expectations

To reduce the employer-employee expectations gap, human resource management is more important. They implement this through different tasks including, policy implementation, performance management, conflict resolving and implementing a healthy working environment.

Some of the strategies used to bridge the above-mentioned gap, are shown below. 

·         Straight-forward job descriptions and onboarding procedures

By establishing reasonable expectations on early will prevent the miscommunications which can be happened in future. It is essential to communicate the duties of the job, KPIs, and cultural standards clearly.

 ·         Regular Performance Evaluations and Feedback

Employees’ needs and difficulties should be heard during the performance evaluations, and provide better solutions where appropriate.

 ·         Communication should be transparent.

Employees should be always keep informed on the organizational changes, corporate objectives and management decisions.

 ·         Platform to present grievances and suggestions

In order to maintain fairness within the organization there should be a structured channel to make the voice of employees in expressing their displeasure or providing feedback.                                     

How Employee Expectations Have Changed in a Post-Pandemic World

With Covid-19 pandemic situation which spread in 2020 around the world expectations of employees in every organization have been completely changed including employee perceptions of work, purpose, and their connection with employers. As a result of that companies have to face many challenges in meeting the employee expectations and also it is now more important than it has ever been. Human resource professionals and organizational leaders need to rethink how they interact, communicate, and assist their staff in an era of remote work, digital collaboration, and changing priorities.

Below table will illustrate how the expectations of employees have been changed over the two periods

Before COVID-19	Post-COVID-19
Pay attention on salary, rewards and job security	Expect flexible working environment, personal wellbeing and work-life balance
Expect office-based environment	Remote work / work from home is more preferred
Top-down communication	Two-way dialogue and employee voice expected
Mental health and freedom were expected	Expecting Both physical and mental wellbeing

Conclusion

In order to have a healthy, effective, and long-lasting working relationships there should be a balance in the expectations of employers and employees. It also required for a constant communication, equity, and flexibility with in the organization. As the HR department it is the responsibility of them to define, communicate and modify these expectations in order to maintain mutual understanding and alignment among the employer and employees.

References

• Armstrong, M. (2017). Armstrong’s Handbook of Human Resource Management Practice. 14th ed. London: Kogan Page.
• Henderson, I. (2017). Human Resource Management for MBA Students. 3rd ed. London: Kogan Page.CIPD (2021). 
• Employee Expectations in the New World of Work. London: Chartered Institute of Personnel and Development.