The employee-manager relationship is a fundamental aspect of any organization, as it directly impacts the overall performance, productivity, and success of the company. A positive relationship between managers and employees can increase employee engagement, job satisfaction, and organizational commitment, leading to higher productivity and better performance. In addition, employees are more likely to stay in their jobs longer, and the turnover rate will be reduced, which can save the organization the cost and effort of recruiting and training new employees. Furthermore, when employees feel valued and respected by their managers, they are more likely to feel more satisfied and happier in their work, which positively affects their mental and physical well-being.
On the other hand, a weak or negative relationship between managers and employees can have the opposite effect. For example, a toxic work environment characterized by poor communication and a lack of trust and support can lead to low employee morale, high turnover, and poor performance. In addition, employees who feel they need to be more valued and respected are likely to be less engaged in their work, resulting in lower productivity and a lack of commitment to the organization. This can lead to a cycle of adverse effects on the organization, including high costs of recruitment and training, lower productivity, and a lack of innovation.
Here are three ideas to get started:
Embrace the mindset of a meaningful partnership. When both sides recognize that they are mutually dependent on each other for the health of the working relationship, they can better focus on supporting each other. Managers should see employees as valuable assets to the organization rather than just replaceable workers. Employees, in turn, should see managers as supportive mentors and leaders rather than adversaries.
Develop a relationship-building process. This process should equip managers and employees with a plan to improve their connection and collaboration. For example, it could include regular one-on-one meetings, team-building activities, and other opportunities for employees to share their ideas and feedback with managers. Managers should also actively solicit employee feedback and make a genuine effort to implement changes based on that feedback. This will create a culture of open communication and mutual respect, which are vital to building solid relationships.
Review and refine the objectives and outcomes of the relationship-building process. Use formal and informal discussions where managers and employees can share their thoughts on how the process is going, what is working well, and what needs to be improved. Regularly reviewing and refining the process will ensure that the relationships between managers and employees continuously improve and adapt to changing business needs.
The employee-manager relationship is critical to the success of any organization. Therefore, organizations should actively work to build strong relationships between managers and employees by embracing the mindset of a meaningful partnership, developing a relationship-building process, and regularly reviewing and refining objectives and outcomes. The result will be a positive work environment that supports employee engagement, job satisfaction, and, ultimately, improved business performance.
You will create a highly engaged workforce when you make an effort to ensure that your team’s manager/employee relationships remain positive and look for ways to improve them over time.
The Importance of the Manager-Employee Relationship on Engagement
