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.