Performance has a lot to do with the perfect and correct accomplishment of a certain task or project. If an employer or employee does their job well, they are termed as good performers because their performance was satisfactory. The three terms related to each other in different ways, Amirkhani, Zavari, and Piri, (2013), Gonzalez, Claro, and Palmatier, (2014), Harvey, Harris, Kacmar, Buckless, and Pescosolido, (2014) and Karahanna, and Preston, (2013).
The extent to which employees and employers reinforce their informal relationship highly affects both parties’ performance through trust. In most organizations, ethics is what defines good business. However, there is more to ethics than is defined for most organizations. Ethics should entail treating other people, both employers and employees, in a fair and proper manner. This is where the issue of informal relationship comes in. when there is a good informal relationship with the employees, employers will definitely treat the employees well and that there will be trust and understanding among the two parties. Trust increases in that the employees are sure that their employer is honest about their relationship. In return the employees feel confident with their job hence have a satisfactory performance. Employees also need to understand that they need to treat each other well. This is especially where performance is measured through team work. If employees do not practice team work trust, then working will not be easy. Line managers, especially should uphold a good relationship between their followers and among the followers themselves. Performance through trust is also important in that employees treat the customers well. This means that if the employer treats employees well by having trustworthy informal relationship, they will eventually treat the company’s customers in a more friendly way.