bottom line

February 28, 2010

Seeking Win-Win – The Relationship Buy In

The core of all business relationships is parity. They are about the negotiation between an employer for output, in exchange for reward, the basis of which is usually a financial transaction.

So this is a fair deal then.

The best relationships serve everyone well. The term win-win comes from the need to ensure that both sides are served adequately from the interactions they have together, such that there is an appropriate return for all.

And a return that is seen to be for the benefit of all too.

There are challenges in trying to secure relationships that balance outcomes that are felt fair on every side. When we manage others we usually find that – as managers – our financial rewards and benefits are greater, so when we want interactions that are effective, we need to do the best by our people as well.

In fact, to get past the traditional differences between managers and employees, we have to be doubly sure that we look towards meeting their needs as far as we can – or better.

Win-win is not, you see, measured on financial reward alone, even though it is often the headline. That said, there clearly needs to be a sense of reality to ensure that people are appropriately rewarded, of course.

Managers can make a huge difference to the relationships they have with employees, to create benefits other than simple material reward.

Good managers acknowledge this and make savvy interactions that count in their favor. By making the time to enhance the workplace experience for all their people, there is much to offer when the possibilities are carefully considered and a little time invested.

By taking the time to be aware of (and always acknowledge) contribution; to develop and coach; to provide career opportunities and to simply provide time for people, as well as the regular interplay that goes on in typical informal conversation-making, managers have all the cards in their hands to make the relationships work so that everyone is a winner.

Take care to note, however, that the onus is on the manager to make the running when it comes to relationship-building, because many employees find it difficult to be confident enough with managers to be equal in the relationship to start with, so they need your help.

With focus and consideration, together with practice and feedback, any manager has a hundred ways to start off good relationships, so there will always be a key to open up an understanding with any and everyone in your team. Sometimes it will take a while to find it, so perseverance will be needed.

Once you get the buy-in with your people – one-by-one – there will be huge benefits for everyone, ensuring that win-wins, through the interactions you have with each of your team members, is the full fruition of the efforts made – on both sides.

Filed under Blog, Building the Future, Developing Your People, Management Basics by Martin

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February 25, 2010

Refining Employee Relationships – Getting To The Bottom Line

When we are managers, supervisors and leaders, we build workplace relationships – and we do it for a reason. We want to achieve successes and we need to do this through our people.

This is the bottom line for the interactions we take our part in.

The purpose of relationship building in the workplace is pretty simple really. There is value for all sides of the equation and within that, it’s important to acknowledge that there is a bottom line.

As employees; indeed as business owners, managers and team leaders, we are all in it for something, because the most of us need the work we do.

When we attend work, we do so for some pretty basic reasons. We want shelter to keep us from the elements. We want to be fed and kept healthy. In modern societies we are very fortunate that these are pretty much covered off for most of us.

So we need more. The basics – the core rewards that work provides us with – are sufficient to provide the minimum we need. If that was all we went to work for, well, we that’s pretty much sorted.

The more we need is the cerebral value that work provides for us. The stimulation of the work we do provides a healthiness that is not measured by outward disease. Our mental well-being is provided for by finding stimulating challenges that we enjoy and get personal satisfaction from.

Work is not about material reward alone.

When we manage others, we take that on as a stimulating challenge that gets our juices flowing, so we too are satisfied from the fulfillment that we get from the achievements we make.

Both sides achieving successes in their own personal challenges, are leveraged by organizations to ensure that results from the whole, go to meet and exceed the results that need to drop out for the financial bottom line.

If managers and their employees have personal goals they want to achieve and these are aligned with the needs of the bigger organization, then we are all in business pulling together.

The glue that binds us is the way we communicate together. And we communicate most effectively by having close working relationships that enable us to make the best outcomes possible, where everyone is a winner.

That bottom line for the relationships we build is the pleasure – the joy even – we get from achieving what we want from the work we do.

It isn’t just about financial reward. It isn’t about getting a company car that’s a bit bigger. It’s not about the pension pot we build.

Relationships enable us to work together towards a common goal. The purpose of the relationships we co-create, is the bottom line for all of us, which is very personal, yet always contributes to the outcome our employers expect of us too.

So we are all winners together.

Filed under Blog, Developing Your People, Focus on Results, Management Basics by Martin

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