People are not merely tools used by managers to get the job done according to the human relations approach to business management. This person-centered concept is widely divergent from the classical management theory that focuses primarily on the premise that employees work to earn wages. This rationale has often led to the neglect of the individual as a full human being with more than physical needs. The human relations approach concentrates on acknowledging and supporting each employee to encourage growth and fulfillment as well as a healthy bottom line. The objectives of this method are designed to yield higher morale, enthusiasm, creativity and good health.


Emotions of staff members are recognized in the human relations approach. Managers, especially those in small companies, can create communication skills to help themselves and workers express needs and feelings. Education in active listening facilitates the process. Supervisors and the staff should practice concentration to one another's words by such methods as repeating back what is being said. Remember that communication is not one sided but involves varying expressions, comprehension and feedback. Focus on attention to detail, minimization of distraction and body language while conversing to successfully acknowledge each other and show personal appreciation.


Human relations models stress the camaraderie needed to motivate workers to achieve and produce. Managers need to focus on team building to foster an atmosphere of cooperation. A starting point is not only adopting a manager's open door policy but also being a frequent presence on the work floor. This encourages staff who witness your sharing in the responsibilities and showing interest in daily processes. Use the time to build relationships and encourage staff collaboration. Be aware that this type of amity will not come easily. There will be issues, so you must put positive conflict resolution processes in place.


Human beings possess the desire to progress in their skills and learning. Human relations-centered managers can nurture these yearnings by assisting each employee in mapping out a plan to reach long-term goals. The manager should know each employee well enough to make valuable suggestions. For example, when you recognize that a worker enjoys working with others and is adept in helping resolve personal issues, encourage him to become a human resources professional. Yes, your employees might “outgrow” their particular role in your business but embrace the fact that they are bettering themselves, marking a path for your new workers and can be useful to your company in future consulting and networking.


Producing contented and fulfilled employees is among the goals of the human relations approach in management. Think about the ways you can increase job satisfaction at your establishment. Consider initiatives such as installing ergonomic furniture and equipment for example. Make flexibility a priority by working with employee work hours and schedules to the extent possible with your business. Create a pleasant environment with music and aromatherapy. Allow employees to bring in items to make their workspaces representative of themselves such as pictures or figurines. Reward all your employees’ efforts and not just the ones that have the greatest results.