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Managing relationships with employees

Last updated on May 28, 2026

To create and maintain positive relationships with your employees, you need to clearly communicate expectations and follow up in a consistent, fair and timely manner when expectations are not met.

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Communicating with your employees

Regular communication with your employees builds stronger relationships and provides opportunities to give timely feedback.

You may choose to meet monthly, bi-weekly or even weekly to check in, provide feedback and offer support.

Performance development is one way the BC Public Service supports the relationship between employee and supervisor.

To be effective, both supervisors and employees must actively participate in the performance management process, and have open and honest discussions about the employee’s performance.

Promoting respect in the workplace

Respectful workplaces don't just happen, they're built.

As a supervisor, it's part of your role to help promote a healthy and respectful workplace. This includes:

  • Acting with honesty and professionalism
  • Treating people fairly
  • Respecting everyone’s rights and differences
  • Taking responsibility for your actions

Find resources and tips on how to communicate effectively to promote respect in the workplace.

Setting expectations

BC Public Service employees are expected to meet standards for attendance, performance, and behaviour.

They must comply with the Oath of Employment and Standards of Conduct.

Role of the supervisor or manager

It's your role as a supervisor or manager to:

  • Define and communicate expectations for employees
  • Provide the appropriate tools and support  
  • Act fairly and in a timely fashion when expectations are not met

You are responsible for making sure employees understand and abide by:

If the employee does not adhere to the rules and policies, the supervisor must make sure the employee is aware of the consequences.

Supervisors and managers are responsible for training, coaching, counselling, mentoring and setting a good example.

If these approaches fail, disciplinary action may be necessary.

For information about discipline and the process that must be followed before applying discipline, review Identifying employee misconduct

When expectations are not met

When expectations are not met, follow up with your employee. Be prompt, consistent, fair and respectful.

Depending on the severity of the issue, you might:

  • Meet right away
  • Wait for a regularly scheduled meeting
  • Issue your employee a letter of expectations
  • Contact the BC Public Service Agency for advice and support

If the issue is related to employee misconduct that may result in discipline, review Managing problems with an employee for the steps you need to follow.  

For advice and support related to employee behaviour and performance, submit an AskMyHR (IDIR restricted) service request, using the categories My Team/Organization > Employee & Labour Relations > Managing Behaviour.

Letter of expectations

The purpose of a letter of expectations (LoE) is to provide guidance, communicate role expectations, and reduce future misunderstandings. It is not disciplinary.

The letter should be:

  • Specific about accountabilities and responsibilities
  • Generic enough that anyone in the same role could receive it
  • Future looking
  • Proactive
  • Positive in tone

The letter should not:

  • Refer to examples of past behaviour or actions
  • Contain any reference to past meetings
  • Reference other documents on file
  • Contain any type of warning
  • Be accusatory. Avoid using the word 'you'; instead use language such as 'employees are expected to'

When to issue a letter of expectations

The letter can address a situation, behaviour, or activity and can be provided to:

  • Employees who are new to government
  • Employees who have moved to a new position or role within government
  • All employees if there is a change to the organization, and /or when warranted

Examples of situations, behaviours, or activities that could be addressed by issuing a LoE include but are not limited to:

  • Absences
  • Conduct/behaviour
  • Confidentiality
  • Hours of work
  • Internet and government resources
  • Leaves
  • Dress code
  • Work assignments

Sample letters

These letters are samples only.

Assistance when issuing a letter of expectations

If you need assistance when issuing an LoE, submit an AskMyHR (IDIR restricted) service request, using the categories My Team/Organization > Employee & Labour Relations > Managing Behavior.

A human resources specialist can provide advice on the topic, content, tone and appropriateness of the letter, as well as the applicable collective agreement language. They can also draft a targeted LoE for your review if the sample letters above are not a good starting point for your situation.

A human resource specialist can also help you prepare to deliver the LoE to your employee.

Records

  • Make sure that the LoE includes:
    • The name of the employee and their employee identification number
    • The date issued
    • The signature of the manager/supervisor and a signature block that includes name and job title
  • Provide the original LoE to the employee
  • Scan and upload a copy to an AskMyHR (IDIR restricted) service request, for the employee personnel file. Use the categories My Team/Organization > Employee & Labour Relations >  Employee Personnel File.

For more information on employee personnel files, review Managing employee records.

Submit an AskMyHR (IDIR restricted) service request, using the categories My Team/Organization > Employee & Labour Relations > Managing Behaviour.

Your service request will be sent directly to a human resource specialist who can assist you.

If you're a B.C. government employee without an IDIR, call the BC Public Service Agency to submit your service request.