The importance of the manager-employee relationship and who takes the lead in it
Managers have the power and influence to create a healthier workplace through a strong manager-employee relationship. This is because they can guide their employees by personal example. Colleagues are much more likely to be more involved in the business when a superior demonstrates such behaviour.
The essence of the role of the manager is to stimulate constructive changes and maintain a favourable environment:
- He is the instigator and organizer of change and is responsible for monitoring and quality control.
- The manager allocates resources such as time, space, and money.
- As a leader, the manager works to create conditions conducive to success.
- He is responsible for the failure of the group or organisation.
By helping and encouraging employees to maintain their health and well-being as a top priority as an example of this standard, the manager becomes not only a superior figure to account for those below him, but also support for teams in times of difficulty and of success. This is the key to successfully building a manager-employee relationship.
How can the relationship between manager and employees shape well-being in the work environment?
As a manager, you can easily use your leadership skills to establish and maintain a healthy work environment for your employees. This provides the conditions for building a good manager-employee relationship, which has a positive effect on every person who is part of the business.
Each person has an individual approach to creating and maintaining relationships with the people around him. There are many ways to create such a culture in the company, with which to remove barriers around free communication and even to support the health of employees.
Here are seven insights and tips for a successful manager-employee relationship:
- For a manager-employee relationship, create a supportive work culture
- Develop the manager-employee relationship by observing and listening
- Make sure the source of the problems is not work-related
- Set a limit on the depth of relationship development
- Empty promises destroy the manager-employee relationship
- Be positive and look for opportunities
- Train and prepare
1. For a manager-employee relationship, create a supportive work culture
As an owner and manager is the demonstration of concern for the welfare of employees. In most cases, to create a corporate culture that promotes mutual assistance and trust, the process starts from the top of the hierarchy, that is, from senior management.
When building such a business environment, provide access to available resources that can support employees emotionally and physically. The most intuitive way to find out what these ‘resources’ are is by investing time in 1-1 conversations with each one, if possible, or with certain people, representatives of a group of employees with similar interests and functions.
In these conversations, try to get answers to questions related to:
- The feeling that employees have in the office. Are they depressed? Does any part of the interior and furniture of the premises bother them?
- What else can improve the already positive aspects of the work environment? Maybe your company has a buffet with healthy foods and snacks? Will the provision of a monthly fitness subscription or the attendance of group training by the staff have a good effect?
How big should a change be? We will give an example from a small office with a team of 2-5 employees. Because the windows in one of the rooms were too small, the manager installed special low-energy lamps to make it more environmentally friendly.
One of the employees stood at the door, through which a certain amount of light entered, and also, all the new lamps shone vertically straight into his eyes. All this was added to the long hours of work in front of a computer, and at the end of the working day, the employee came home with a headache and eye pain.
What change did he need? All lamps should not be lit at all times, and their power should be reduced. So simple!
You can see all these efforts as a long-term investment that will arouse more interest among future job applicants, and current employees may be more motivated to stay with you and contribute to business development.
2. Develop the manager-employee relationship by observing and listening
Changes are constantly taking place in the corporate world and beyond. This is why you take the time to observe and listen carefully to your employees.
Whether it is a major restructuring or a change to a well-established procedure, the change and anxiety that accompanies it can upset employees and negatively affect the workplace.
Even without any change, it is good to periodically check your people and see how they feel. This reminds colleagues that their well-being and development are a top business priority before, during, and after any changes.
The benefit of this approach is the openness of the employees. There are a lot of games in KissTheFrogNOW that develop trust and openness in the group. For example, you can ask your colleagues the eternal question: ‘Tea or coffee?’. Then, have a cup of your choice and ask your colleagues something else with the help of the Personal Questions deck. Also, let us know if you are a tea or a coffee person in the comments.
With developed openness, the team members will feel comfortable expressing their concern directly to you, and you will be able to help both them and the business. Take the time to monitor your organisation’s heart rate, and then take steps to address any concerns you may find.
3. Make sure the source of the problems is not work-related
While monitoring your people, you may encounter manifestations of stress that are related to the workplace. In such situations, you have to take matters into your own hands and face the problem.
For example, if an employee feels overwhelmed because he or she can’t spend enough time on tons of work, consider a flexible work schedule or reassignment of tasks. Discuss and brainstorm time management ideas with your team.
4. Set a limit on the depth of relationship development
In the same way that the employee maintains a balance and distinction between personal and professional life, so you must establish such in your relationship.
For example, if an employee is experiencing a difficult emotional situation on a personal level, do not take on the role of a therapist. Stick to the factual approach and focus on the negative effect that the situation has on the specifics of human work.
In this way, you will help him to be productive, to avoid the additional stress of deadlines and failed projects, while at the same time not getting too involved in his problems.
5. Empty promises destroy the manager-employee relationship
Once you come across a problem and look at it from several points of view and identify the source, think about the things you have control over. How can you use them to help the employee?
If, after listening to the person against you, you find an easy solution to the problem, don’t rush to take the initiative to fix things as quickly as possible. The best practice in such a situation is for the manager to help the people find their own solution to the situation – it is not a good idea to solve the problems every time, this does not help either side constructively.
6. Be positive and look for opportunities
Be positive and allow employees to show initiative and look for solutions to business cases or to offer new ideas for exciting projects.
Review the company’s standard procedures and policies and revise them or suggest alternatives to give colleagues the freedom to show their abilities and ingenuity.
As a manager, you need to encourage them to learn to lead and take responsibility. Help them move forward, focused on what they can do best, and with a sense of satisfaction.
This will not have a bad effect on the relationship between manager and employee. When you show trust and faith in people, they tend to experiment and achieve higher results. Work as a group, be creative in creating solutions to new challenges, and take advantage of change.
7. Train and prepare
If you have the opportunity and resources, provide an opportunity for employees to receive additional training and coaching to learn new skills or to develop already acquired ones.
This help will prepare them to cope successfully with change, thanks to more skills and experience. Training and education can help them move more easily into new roles or look for work in other areas or organisations if needed.
Sometimes training can take the form of team building sessions. In some cases, the most important skill for survival in business-critical situations may be the ability of teams to work successfully, optimally allocating tasks to run the work process without interruption and in the most stressful situations.
Why is the strong relationship between managers and employees imperative?
When employees and the manager have a robust and healthy relationship, the whole company feels the positive impact. Studies show that mutual respect between you as a manager and your colleagues makes both parties happy, loyal, and productive in the long run.
“Everyone talks about building a relationship with your customer. I think you build one with your employees first.”
– Angela Ahrendts (Senior Vice President, Apple)
Creating a stable and efficient work environment with good management and a strong employer-employee relationship can be the vital key to the success or failure of any business. With these 7 approaches that we share with you in this article, we wish you success and let the team-building spirit be with you!