There is value in ensuring that the interaction between a manager or supervisor is effective. Both sides have much to gain.
Although this would seem to be a relationship between two individuals, who else might be involved?
When managers work closely with team members, the exciting relationship that builds is value-creating on both sides.
Greater productivity and performance being the most likely outcomes for the manager, whilst career development and a much better working experience for an employee – just two examples for each that can come from working well together.
There are challenges enough for those two to get together productively, with both sides needing to have the intention to succeed in how they interact, as well as being able to work to come closer together to create the right environment.
That said, theirs will not be the only influences that will come to bear, despite this seemingly being a one-to-one relationship.
We are all shaped by our whole environment and it’s likely that these ‘external’ influences will need consideration and the working relationship progresses.
So, just who could be implicated in how two people interact, apart from those individuals themselves? Here are some possibilities:-
Family and Friends
This can present some of the most difficult challenges.
In such cases, employees can be influenced into working in certain ways by others who, variously, may not have the full picture; will have had very different work experiences; and ultimately, just be unwilling to go half way to work well with other people, especially managers who are trying hard to make things work better.
Managers need to acknowledge such pressures and ensure that whatever they do to make workplace relationships better, the external influences can be very robust. It’s not to give up on at all, indeed these workplace experiences might be a breath of fresh air to the person they are trying to be creative with. It might take time.
Having a consistent approach with all team members will help, so that those facing this particular issue will be encouraged to overcome other prejudices, to dig in and take the risk of trying on better working relationships with supervisors or managers.
When two individuals are working together to build a better working relationship, this can be influenced by the shared perceptions of others in the team.
This is usually caused by fear and other emotions, like jealousy or frustration and more.
Managers need to watch for the reluctance of individuals to get more involved. By ensuring that everyone in the team gets the same treatment, this issue usually resolves itself.
Other Line Managers
Managers are frequently encouraged to work in some bizarre ways by their colleagues, who might have experiences that are set in quite different circumstances and with different people and situations involved.
Managers need to understand that they will create relationships best, when they are being at their most authentic with themselves and not feel obliged to ‘do it their way’.
Being able to stand up and develop their own strategies takes courage and, from time to time, the occasional failure. this is all part of management self-development and is a very worthwhile exercise!
External Business Contacts
There may be times where the impact of other business contacts can affect the way that managers get on with their team.
Sometimes such extraneous influences can be hard to pick up on and adjust in favor of your own activities.
The key here is to be good at creating good working relationships with all of your people, all of the time, so that anyone affected by external influencers can see that the ‘home way’ is best and then they are likely to gradually fall in line.
These are a few of the possibilities – and there may be more. The key element here is to remember that whilst two individuals might wish to create a much more positive working relationship, there will be underlying and sometimes even unconscious thought processes that can take time to overcome.
Great working relationships are hugely valuable, not just to a manager who can get more out of their team, but, when working well, to each single individual who is on the other side of the desk, in the personal reward and development, not to mention exciting and motivating work, that they can experience too.