The Inner Circle Advantage: Mutual Benefits for Employers and Employees in the Workplace
Inner circles are common at any workplace. An earned trust and respect can make any employee into their employer' s inner circle. Being in an inner circle can offer a range of benefits to employees starting from allowances to postings to earning the recognition and confidence of the employers. It is not only the benefactors of inner circles but also the employers. Hence, this blog post will explore how inner circles at the workplace can bring mutual benefits to both employees and employers nourishing the employer-employee relationships.
Building trust and loyalty
Inner circles are totally built on complete trust and loyalty. It is easier for an employee to get into an inner circle by being a trustworthy and loyal employee to his superiors and to the company. The same trustworthiness and reliability will give an employee to commit more to the company. Employees who feel valued and trusted are more likely to exhibit higher levels of engagement, productivity, and job satisfaction (DeStefano, Greguras and Zhu, 2018). This will eventually lead to high employee retention and less turnover.
Open and strong communication and correlation
Being in an inner circle makes employees feel a sense of belonging. That way, there's a tendency for them to exchange more sensitive information, concerns and their opinions more openly as they know those will be listened to and concerned by the employers. It will give inner circle members regular access to transparent communication with their employers than the ones in the outer circle. Besides, open and strong communication can create a positive work environment for both parties which will lead to employee job satisfaction and employer's expectations to be more realistic.
Increased Career Opportunities and Development
Being in inner circles makes the employees to be recognized by the employers. It can provide employees with advanced career opportunities like promotions exposing them for a better professional growth. On the contrary, actively engaging with the inner circle members can make employers recognise multi-skilled employees and get the contribution of them for organisational opportunities and goals.
Participation in Decision-Making
Inner circle employees often participate in decision-making processes at work place. They can get access to information faster than the ones who are outside the circle. By involving trusted employees in discussions and seeking their input, employers can benefit from a diverse range of perspectives and generate innovative solutions (Chen & Mohammed, 2018). Involvement in decision making can make employees feel a sense of belonging and eventually lead them for self empowerment. Similarly. Employers can get innovative strategies from their employees when they involve employees in decision making processes.
Enhanced Organisational Performance
When employers trust their employees and provide them with opportunities for career development and participation in decision-making, it can foster a culture of high performance and innovation within the organisation (Azevedo et al., 2017). Employees in inner circles are motivated to take an extra mile to contribute their best to the company as they are highly satisfied in what they do and how they are treated for that.
Being a part of the inner circle at the workplace can offer trust and loyalty, career opportunities, open and strong communication and collaboration, active engagement in decision making and enhanced organisational performance. It is not easy to maintain inner circles for both employers and employees since it requires a lot of trust and open communication. However, inner circles can nurture a strong and positive work culture with engagement which would be beneficial for both employer and employees.
Chen, Z., & Mohammed, N. F. (2018). Employee involvement in decision making and innovative behavior: The mediating roles of psychological empowerment and basic need satisfaction. Journal of Business Research, 84, 1-10.
DeStefano, F. J., Greguras, G. J., & Zhu, W. (2018). The multidimensionality of work engagement: An empirical test of completeness and differentiation. Journal of Vocational Behavior, 109, 31-42.
Excellent article! You've presented a well-balanced perspective on the "inner circle" phenomenon in the workplace, highlighting the mutual benefits for both employers and employees. I particularly appreciate your points on:
ReplyDeleteBuilding trust and loyalty: Emphasizing the crucial role of trust and loyalty in forming inner circles and its positive impact on employee engagement and retention.
Open communication and collaboration: Highlighting the value of open communication within inner circles, leading to better transparency, employee satisfaction, and innovative solutions.
Career development and decision-making involvement: Recognizing the opportunities for career growth and empowerment when employees are included in decision-making, benefiting both their individual goals and the organization's performance.
Challenges and importance of maintaining inner circles: Acknowledging the need for ongoing trust and effort to sustain inner circles, while emphasizing their potential to cultivate a thriving work culture.
This insightful blog offers valuable considerations for both employers and employees seeking to build stronger relationships and unlock mutual success within the workplace. Thank you for sharing your thought-provoking perspective!
Thank you for your valuable comment. Inner circles nurture are build on trust and loyalty that both employer and employee shows to each other. Once employees feel that they are in their superior's inner circle they tend to work more efficiently as they know that employers do recognize their work and give value to it. It will lead employees to be job satisfied and employers to go to their targets without putting pressure on employees. Both parties can benefit from this strategy.
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