As in all relationships time and effort must be invested to nurture and develop productive and fulfilling employment relationships. Failure to do so runs the risk of a painful and costly breakdown leaving the people caught in the middle confused, upset and angry; an outcome to avoid in social care.
Like dating, at the recruitment stage both the employer and applicant are showing their best side in an attempt to attract the best match. It is no wonder interviews in isolation are such a poor predictor of future behaviour. Employers must use the full range of selection techniques that are unavailable to a typical loved up couple. These include competency based interviews, taking up references, testing stated skills, checking with the police (where allowed) and involving a diverse range of people in the selection process. Once you have found the right match employers may sometimes need to show a bit of leg to attract the right person.
If the dating goes well both sides will commit to the relationship. In employment terms this is done via the entering into an employment contract. Pre-nuptial agreements, whilst not yet fully legally recognised in England are becoming increasing popular. The employment relationship benefits from a legally recognised employment contract that sets out the duties, obligations and boundaries of all parties. Employers must ensure their contractual documents are clear, accessible, up to date and cover all legally foreseeable eventualities.
The probation period is like the honeymoon of any relationship except for in employment if the probation period does not work out both parties can exit in a quickie style dissolution. In my experience managers may be reluctant to non-confirm a new employee and on the benefit of doubt opt to provide further opportunities for improvement. As an employment relationship expert my advice has always been, if things are not going well in the honeymoon it does not bode well for the future.
After a successful honeymoon effort needs to be focused on continuously developing and maintaining the relationship to ensure both parties grow together. Next month this column will look at investing in development activities and managing disputes through counselling, mediation and more formal action.
