You Show me yours and I ll Show you Mine
Below is a MRR and PLR article in category Business -> subcategory Careers.
Show Me Yours and I'll Show You Mine
Summary
The employer-employee relationship should be a partnership based on mutual need, not dominance. Employers need great employees just as much as employees need good jobs.Article
Finding good employees is a constant challenge for many employers, yet few have developed a surefire way to succeed. The harder it is to find exceptional employees in your sector, the more crucial it becomes to treat this relationship as a partnership. Applying the Golden Rule?"treating others as you wish to be treated?"can transform compensation strategies and make roles more appealing, resolving the shortage of skilled workers.
However, shouldn't all employees, regardless of skill level, benefit from this approach? The scarcity of good employees is a common issue across many industries. The employer-employee relationship should be an even exchange, much like that between a customer and a supplier. The notion that employers hold superior positions because they provide jobs is misleading. If this were true, there wouldn’t be complaints about the difficulty of finding good employees. In reality, employers need capable employees as much as employees need jobs, so it's time to abandon the fiction that hiring is an act of charity.
This mutual need often becomes unclear before you even submit a resume: job ads frequently require drug testing. While some industries mandate this for public policy reasons, many employers ask for drug screens without much justification. If there’s no history suggesting substance abuse, these tests should be reserved for situations where job performance raises concerns. The argument that resources might be wasted on a potential drug abuser is understandable.
But consider this: as an employee, you might have left another job to accept a new position. Wouldn't it be comforting to know your new boss isn’t prone to sudden, erratic outbursts? A drug test may determine if the employer wants you, but wouldn’t a psychological assessment of the employer make the offer more attractive to you? Dealing with a manager's erratic behavior can be more disruptive than an employee’s issues.
This idea struck me while I worked for a family with severe mood swings. They would scream and yell, only to quickly switch to being friendly. One day, I saw a list of medications prescribed to the facility’s patients. To my surprise, the owners’ names appeared at the bottom with prescriptions that were significantly more potent than those of the other psychiatric patients. After some research, I wondered how they operated daily, evidently tolerating medication but little else. While this might be unusual, I’d love to see data suggesting employees are more prone to drug abuse than managers before accepting the status quo.
Psychological testing is popular with some employers and should be reciprocal. I’ve known managers who subjected others to emotional rollercoasters without warning.
Lastly, the demand for honesty during interviews highlights an inconsistency in this relationship. Potential employees are advised to be entirely truthful, which is reasonable. However, I seldom see advice urging employers to do the same. How often does the job match the description you were given during the interview? Once, after leaving a longtime position, I was told by two managers on my first day that it was “their way or the highway,” contradicting the enthusiasm they showed during the hiring process. A bit of foresight into their true nature would have influenced my decision. Yet, they had every right to know my background while I was left to guess theirs.
You can find the original non-AI version of this article here: You Show me yours and I ll Show you Mine.
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