Five Ways to Enhance Manager-Employee Relationships
While managers and employees are better suited as colleagues than friends, good ties between the two sides are still crucial. These are five suggestions for strengthening the employee-manager connection.
Positive manager-employee relationships begin here. Meeting in person on a weekly or monthly basis to share ideas, solve issues, and measure progress toward goals. These sessions will make employees feel more at ease asking for assistance and will provide the manager with a deeper knowledge of the diverse personalities and motivations of their team members.
Constructive criticism is a two-way street. Employees must be aware of what they are doing well and where they may improve, and managers must be aware of what is and is not working within the team or department. Inquire what you, as a boss, can do to make their work easier or more effective. Inquire about any adjustments they would want to see made to processes or policies. Workers are far more inclined to stay with a firm if they believe their views are being heard.
Taking credit for the efforts of their staff is one of the worst things a manager can do. Supervisors should make a point of openly congratulating staff on individual initiatives, ideas, and results. Employee morale may be improved by demonstrating that you acknowledge and appreciate their efforts.
Employees will be more open to constructive comments if they are praised. Finding that balance between positive and negative feedback will demonstrate to employees that constructive input originates from a neutral, objective source.
Demonstrate to employees that you care about their advancement and want to assist them in moving up the corporate ladder. If individuals believe they are stuck in a dead-end job and their boss is doing nothing to help them, it won't be long before they start sending out applications and cover letters. Utilize check-in meetings to discuss long-term career objectives with employees and create a route to assist them get there.
Workers are significantly more likely to hate management if they believe they are on the clock 24 hours a day, seven days a week. People want to work for a firm that values their lives outside of work, and they'll depart quickly if another organization provides that balance.
Let workers to leave work at work. Don't bother them with emails late at night or on weekends. While they are not in the office, do not send them an instant message. Let staff to work from home whenever possible. Let your staff to have a long lunch or leave early on Friday afternoon if they have worked hard all week to complete a project. They'll appreciate it, and it will inspire them to work even harder on the next job.
Tips by IceHrm, a cutting-edge digital HR platform that offers a comprehensive suite of tools for managing human resources efficiently and effectively.