April 13, 2010

Sharing Responsibilities in Building Workplace Relationships

Over time, relationships between managers and employees have not always been at their best.

The way forward for both sides to be satisfied in their work experience and results, is to park this history and move on. It’s all about shared responsibility.

To get the best from employees, managers need to make sure that they create an environment where their people can be of their best at all times (OK, maybe with the occasional hiccup!). This involves both sides in trusting each other to look out for each other, where they can.

Building successful workplace relationships in of value to everyone in any of the regular interactions they have together. ‘Not getting on’ is simply ‘Not good enough’ any more.

To have an effective relationship, there has to be value created for both sides, so they have a return on the time and effort they invest together.

Managers (supervisors; team leaders; CEOs; whatever) of this world want results that will improve their standing and support the development of the organization – however small or large it is. Then they are safer in their role and even have the opportunity to progress.

Employees, who up to now have been sitting firmly on the other side of the desk, want survival for their job in this uncertain world in which we live and also want fulfilment, development, excitement, challenge and success (and more!) themselves too!

Both sides need each other to understand how they can help each other achieve their goals, so the shared responsibility to get on with each other well is part of the deal.

Of course, where existing ‘rivalries’ are currently in place, bringing together extreme positions is always going to be the most challenging, of course – and it can be done. There is no magic formula here and only by gently building trust through good communication skills together, will relationships start to get better.

Of course employees might expect the driver of better relationships to be their line manager. After all, they probably feel most ‘done to’ by the organization, the most accessible lead of which is their immediate boss. Of course any capable manager would already understand their obligations in this area and be taking action themselves.

There’s more to it than that.

Employees who are prepared to hold out that flag of truce are themselves taking up the responsibility, which ultimately (and hopefully) will lead to better work experiences for themselves and their colleagues as well.

Managers, who are worth their salt here, will do well to observe the significant effort being made by one or more of their team, reflect upon it and acknowledge their ‘head above the parapet’ attitude, by meeting them at least half way in their own response to the initiative.

It’s unacceptable these days, to cast blame for poor relationships on ‘the other side’. What can, and must happen, for the benefit of all, is that everyone who wants the best environment to work in, makes the effort and shares responsibility for the relationships they have with each other, whatever past experiences might imply.

All parties must share the responsibility for creating worthwhile workplace relationships and once this opportunity is recognized, there is the potential for rapidly accessing benefits for everyone, in the goals and experiences they each seek.

Filed under Blog, Building the Future, Developing Your People, Managing Me by Martin

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