INTERPERSONAL RELATIONSHIPS IN THE OFFICE - CULTURE VOCABULARY - 2025

The interpersonal relationships are a human need and office is a space that does not escape that reality. Employees, management, board of directors, suppliers, all are important actors in a work environment and must, inevitably, interact with each other.

Interpersonal relationships are, in essence, social relationships regulated by laws, generally unspoken, of social interaction. Within labor administration, this point is extremely important since it can affect the performance of a work team and, therefore, the achievement of business objectives.

It should be said that being the development of interpersonal relationships, a skill that is highly valued in the management models of these times, it does not hurt to clarify some “rules” of this interaction in the office.

For example, in a work environment people of different characters, values, beliefs, religions and nationality converge, so establishing universal codes of relationship (tone, hierarchy, workflows, etc.) could avoid setbacks and misunderstandings.

Also, and especially in these times (with the emergence of millennials in the workplace), it seems convenient to establish spaces (physical or temporary) within the office, in which the roles are relaxed a little and can be generated a closer and personal communication, as well as respectful.

In fact, the concept of psychological caresses has been developed, which refers to those gestures or acts in which someone's work is explicitly and positively recognized and valued.

Most employees, regardless of their hierarchical level within the organization, appreciate these psychological touches before they start talking about work.

What interpersonal relationships arise in the office?

Interpersonal relationships that commonly occur in a work environment are:

Peer relationships

The relationships between coworkers are the most natural, immediate and numerous since it refers to the relationships with and between the universe of employees of a company.

Like any relationship between people, it must be based on respect, good treatment and cooperation. Some more specific considerations in this regard would be:

• Keep a positive attitude.
• Practice tolerance.
• Listen actively.
• Maintain impartiality.
• Avoid encouraging or spreading rumors.
• Avoid being arrogant.

Employee-boss relations

It is a type of hierarchical relationship and is governed by principles of effectiveness, productivity and obedience.

In this type of relationship, the protocol must be clearly defined from the beginning so that each actor understands what information they should and can request and offer to the other to meet the objectives.

It is also advisable to explicitly establish the limits to avoid falling into situations of stress, dislike, disrespect, workplace harassment (mobbing) or any other deviation. In this relationship, the employee has the "pressure" to do the job correctly and make the best possible impression on his boss.

In turn, the boss has the responsibility of leading all team members to the goal, making the most of each one's capabilities.

Some considerations to take into account when you are in the role of the boss could be:

• Avoid favoritism.
• Practice active listening with all team members.
• Avoid comparing people to each other.
• Promote constant interaction with your team. Be more accessible.
• Address conflicts between your employees in a timely and professional manner.
• Delegate responsibilities to each one and progressively.
• Recognize the successes of the team members.

When the role of the employee is assumed:

• Prepare to carry out the assigned work in the scheduled time and with the expected quality.
• Respect the boss regardless of whether he is present or not.
• Explain clearly and respectfully your expectations regarding a certain responsibility.
• Report timely and truthfully the results of the assigned actions.
• Understand that it is a person with a role that requires them to make efficient use of the organization's resources (human and material).

Employee-supplier relationship

Every company requires the intervention of third parties to comply with its business model and those third parties can be the suppliers, on whom the operation of the company depends to a large extent.

In this case, almost more than in any other, ethics and transparency must prevail.

When you are a provider, it is important to:

• That the product or service offered, is delivered in the agreed times and conditions.
• That the professional tone is maintained in the relationship.
• Avoid offering gifts so expensive that they appear to be a bribe.
• Comply with the regulations required by the company.
• Clarify when a discount can affect the quality of the product or service to be provided.

When the role that is assumed is within the company (managerial or not) and the provider is the other, the ideal is to take into account the following:

• The supplier is a type of client for which he deserves respect and good attention.
• The indications of what is required must be given in the clearest and most referenced way possible.
• There should be no favoritism (avoid conflicts of interest)
• Building trust is the key for both of you to be satisfied with the job.

In large corporations, it is common to require the supplier the so-called Due diligence, that document that records the results of an investigation on the behavior of the legal entity represented by that supplier.

It is a practice that reflects the interest in transparency and the best terms in the relationship.

Employee relations - regulatory entities

Regardless of the productive sector to which the company is dedicated, there will always be an entity that must be held accountable for something: the Treasury, Ministry of Labor, etc.

When it comes to regulators, the key is to comply. Comply, on time, with the standards, codes and processes required by the activity carried out.

Employee-client relations

The objective of the company is to satisfy the client, so the ideal is to try to establish a relationship of mutual knowledge and trust.

In this case the critical points are: the management of expectations and the clarity of the offer.

Although it is common to hear that the client is always right, sometimes that client needs guidance to discover what the product or service really needs, so it is a relationship that requires time of dedication that allows to know that client in detail. customer to provide appropriate guidance.

To close, it should be said that interpersonal relationships in the office are vital for people and can have a high impact on the work environment and, therefore, on business performance.

In this sense, there should be a consensus on the value of each person's contributions to these relationships.

References

1. Billik, Gregorio (2001). Interacting With Employees. Recovered from: berkeley.edu.
2. Billik, Gregorio (s / f). Interpersonal Relations at Work. Recovered from: nature.berkeley.edu.
3. Piñón, Antonio (2015). 6 relationships that you should take care of in your business. Recovered from: entrepreneur.com.
4. Psychology today (2012). Relationships. Recovered from: psychologytoday.com.
5. Velmurugan, C. (2016). Interpersonal Relationship and Organizational Effectiveness. International Journal of Business Management and Leadership. Recovered from: ripublication.com.