To establish a successful employment relationship, the interests, priorities, strategies, and expectations of both the organization and the new employee must be aligned from the outset. If during the hiring process, efforts are made to convince the candidate to accept a lower economic offer by exaggerating the company's image or the position, this can lead to loss of credibility and value of the employer brand in the long run.
Often, the job responsibilities are presented in a general manner, which can lead to a lack of transparency and future disappointments for the employee. For the employee, the expected compensation is based on the satisfaction of their needs and desires, considering rewards as a right rather than an obligation.
Measuring performance becomes a key factor, as establishing objective indicators and appropriate evaluation tools is fundamental to ensuring the fulfillment of the contract by both parties. Recently, there has been an increase in the implementation of variable and flexible compensation options, adapted to the needs and performance of employees.
To maintain motivation and shared responsibility, it is important to integrate non-monetary elements such as recognition and respect into compensation programs. Transparency regarding the expectations of the organization and the employee is essential to establishing a solid and productive employment relationship.
The employer's role is to provide the necessary resources for job performance as well as to offer benefits that motivate the employee. On the other hand, the employee must meet their responsibilities and expectations, expecting fair compensation in return that aligns with their contribution to the company's growth.
In summary, the employment relationship is based on the clear definition of the job functions, the employee's perception of merit, and open and transparent communication between both parties. Satisfaction with the compensation received is closely related to the perception of fairness in the employment relationship.
