Workplace Relationships – Who Is Responsible For Them?

January 25, 2010 | By

There are poor workplace relationships. There are good workplace relationships.

Sometimes they are even great. But where does the responsibility lie for creating the best environment for the best work to be done.

There is no doubt that there are times when managers have to depend on the best relationships to get the results they want. As a consequence, there is a real need for a manager to take the lead in the way they interact with their people.

Managers who have any sense at all, will know the onus is on them to drive their own actions to set up relationships that work best – for everyone. The desire here must be such that a bonded team forms, generating creative solutions with the energy that trust and mutual co-operation and focus leads to.

By taking control of their own behaviors, good managers set the ball rolling to ensure that they generate the best relationships possible, to create fruitful opportunities for business, organization and team productivity.

If they don’t know how, they have the means in terms of resources and time to go find out what they need to know, to make sure they have the best of relationships with their people.

So that seems to be that then!

Not quite. You see the responsibilities of employees are vital too, because it takes two to make a great one-to-one relationship. Whilst the manager might well be making the effort, members of their team have a responsibility too.

Because there is value in it for them as well, by having great interactions with their boss, to get a workplace where they feel valued, are excited and interested by opportunities and where learning by doing – and taking risks – is encouraged.

Employees have the opportunity to meet – at least half way – any manager or supervisor who creates the environment to get the relationship off to a great start, by mirroring the behaviors they themselves experience. The supervisor or managers leads the way, which the pro-active employee heeds – and responds to accordingly.

Great relationships come from that mutuality of trust, respect, caring, support, encouragement, coaching and more. The shared resources that two sides use to form lasting and valuable relationships, to ensure success has a better than evens chance as the outcome.

The lead may come from the manager or team leader or supervisor and when developing valuable working relationships with an employee, their support and equal responsibility to take full part, is of critical importance too.

Let’s face it, managers need help too, so working with them as they strive to do invest in the right behaviors for their team, will only enhance the returns that everyone receives in the long-term.

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Filed in: Business Coaching, Employee Development, Leadership and Management | Tags: , , , ,

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