In a department it becomes clear that your employees are dissatisfied.

The typical attempt to solve relationship problems in companies

  • Situation

    The manager would like to do something about the dissatisfaction, because she knows that only satisfied employees show corresponding performance. That is why she asks herself the question: “How can I contribute to greater employee satisfaction as quickly as possible?”


    The seemingly logical answer: a salary increase. As far as possible (and because the last year was quite successful), she can enforce a special bonus for everyone. After initial joy, disillusionment returns quickly. After only 4 weeks the mood has tilted again. Dissatisfaction is noticeable again, the employees often argue, work inefficiently and avoid effective cooperation. Resigned, the manager has to accept that her plan didn’t work. But she already has the next idea to fight against dissatisfaction: a company party.

Stop! How do I make healthy relationships sustainable?

The manager suspects a deeper problem behind the dissatisfaction.

She talks to a lot of people and realizes that the cause is a result of presumptuous relationships. Some colleagues act arrogantly, knowledge is not shared, there is a climate of victory and loss.

The manager decides to tackle the issue by stimulating open discussions, addressing arrogant behaviour in public, exemplifying appreciative relationships, strengthening the sense of community by formulating common values, rules and meaning, and visibly sanctioning the behaviour of individuals.

In the long term, this approach is clearly more promising and also more cost-efficient.

  • Employees and teams think and work in silos.

  • The employees talk more about each other than about each other.

  • Information is only exchanged on request.

The better solution: relations at eye level in the company

When do we talk about eye level relations?

Relationships describe the way in which communication takes place within the organization and at the external interfaces. Relationships are part of the communication culture, readable in communication structures and regulated by communication processes. Inside, eye level relationships are formed through cooperation, mutual trust and support, commitment and positive presentation of the company. Externally, in the quality of interaction with stakeholders through fair dealings with one another, compliance with “compliance rules”, recognition of diversity, long-term partnerships and social responsibility.

How are relationships made “healthy”?

Value-oriented action as an explicit performance criterion is recognized. The consultation principle helps here. Leadership exemplifies eye level relationships. The differences of opinion and conflicts arising from the numerous, differing interests are revealed and resolved. Behavioural guidelines for everyday actions, which are important and culturally anchored, help to achieve this.

Get to know the concept of a Healthy Organisation

The concept of a healthy organization fully unfolds the potentials in companies. What are the challenges and goals in your company? We can lead the way to a healthy organisation within your company. In a free and non-binding initial consultation. Call us – we will be happy to advise you.

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