Building Strong Employee Relationships: 4 Techniques for Managers to Foster Connection

As a manager, establishing a solid relationship with employees is worth investing in. A good relationship between a manager and their employees pays off in the long run, so why wait to get started? A manager can make or break the job. That’s why making a good impression on a new team of employees is so important. For managers, making an effort to get to know each employee personally, being approachable, and learning what issues there may have been before will aid in starting off on the right foot. According to officevibe, 75% of employees disengaged with or who leave their jobs say it’s in part due to management or leadership as a whole. Set the framework for good employee relationships with these tips. 1. Keep communication open Communication is vital from start to finish. Employees should feel comfortable approaching their manager with questions or issues, but not every employee will be so comfortable right from the beginning. Managers should make an effort to start a dialogue with their new crew so that when problems or disagreements arise, employees can go to their manager without fearing backlash. A simple, low risk way to start getting to know employees is with surveys. Include questions about work styles as well as life outside of work. Another common tip for fostering communication is to schedule regular one-on-one meetings. These are great for keeping tabs on an employee’s goals and how they’re feeling about their job. However, it’s a good idea to check that that time is being used wisely. In instances where there’s pressure to complete a list of tasks as soon as possible, I’ve seen employees grow frustrated over being dragged away for seemingly pointless check-in meetings. When asking to borrow an employee’s time, a manager should have a set goal in mind for the conversation so that it doesn’t feel pointless to the employee. Know what you want to discuss going into it. This is a great opportunity not just to ask questions, but to provide feedback for the employee. This can include looking at progress towards a previously discussed goal or comments on completed work. 2. Gain insight from past leadership Managers should make an effort to gather as much information as is possible about their new team. Speaking with previous managers and looking at past performance reviews is a great place to start. Inversely, it’s a good idea to ask employees about their experience with their previous managers. Knowing what worked and what didn’t is valuable information to a new manager. 3. Learn what drives each individual Understanding someone’s history and their goals for their future is a great boon to a manager who wants to make the most of their employees. It is important for a manager to know each of their employees’ career goals. Part of a manager’s job is to help their subordinates reach their full potential and to climb the ladder, if they’re driven to do so. It also helps to know an employee’s work style. This can help a manager to delegate better. This information can be gleaned by working closely with subordinates and knowing what to expect – whether an individual prioritizes detail or is motivated by completing a task, or any number of work styles. 4. Connect with the team Team-building exercises are a classic tool for managers to use to get closer with their crew. Though it may feel tempting to try to kill two birds with one stone by making the team-building exercise focused on work, this isn’t necessarily the greatest way to encourage bonding between employees. While group projects are often great for fostering teamwork, it should not be the only opportunity coworkers have to bond. Now and then, it’s a good idea to invest funds towards activities that will be more enticing to employees, like going to a sports game or bowling. And the benefits don’t have to end when the night is over - remembering the event will be a great source of conversation starters after. Good manager-subordinate relationships are all about maintaining a good balance between professionalism and personability. Taking your team out of the office or off of the sales floor to get to know each other as people is so important; it’ll help strengthen the underlying bond when you need to keep it professional. Don’t make the mistake of putting relationships with your crew on hold. Everyone benefits from the better communication and friendlier work environment.

Building Strong Employee Relationships: 4 Techniques for Managers to Foster Connection

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