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What characteristics constitute a bad manager? Answers will range from lazy and uncommunicative to bullying and narcissistic. Resenting a boss creates an unhealthy environment.
It’s been proven that building meaningful relationships between colleagues in the workplace is important for employees’ physical and mental health. Of course, when it comes to fostering a positive relationship with a manager, the nature of that relationship is likely to be a little more professional. But that doesn’t mean it’s any less important.
Why Is It Important to Have a Good Relationship with Your Manager?
Employees likely won’t find a new best friend in their manager, but nurturing an open, trusting, and mutually respectful relationship holds several benefits:
- Reduced turnover — Research from DDI proved the adage that “people leave bosses, not companies”: 57% of those surveyed reported they have left a job because of their manager.
- Reduced stress — Managers significantly impact employee satisfaction and retention rates. Bad employee–manager relations often lead to increased workplace stress, ultimately causing a drop in productivity and compromising employee health.
- Increased motivation — A recent study found that employees who spend at least six hours with their manager are 29% more inspired, 30% more engaged, and 16% more innovative compared with those who spend just one hour per week. When people like and respect their manager, they are more likely to enjoy their day-to-day work and have the motivation to work harder, which contributes to improved employee satisfaction.
- Mentorship — Managers might be more inclined to spend time mentoring and providing feedback to their employees with whom they have a positive relationship.
- Career progression — Good relationships drive greater trust and respect. The increased responsibilities awarded as a result of a healthy relationship not only make the job more enjoyable but lay the foundations for future opportunities, including pay increases and promotions. On the flip side, when a manager doesn’t respect an employee they are less likely to support their career progression.
When a relationship with a manager does turn sour, it’s understandable for employees to feel helpless and resentful. After all, it should be the manager’s responsibility to nurture the best relationships they possibly can with their team. While this might be true in an ideal world, it’s certainly not always the case.
Fortunately, there are several ways employees can take positive control of the relationship with their manager.
1. Communicate Effectively
Employees should get a feel for how their manager prefers to communicate and receive information. Some managers like to receive all employee updates, requests, and questions in writing — even if it’s just short, sharp emails. Others prefer to engage in longer conversations during team meetings. It’s also important to be mindful of when a manager is most likely to be busy with their own workload, and time communications accordingly.
An employee’s working preferences are just as valid. It is acceptable — and very healthy — to communicate these to a manager and ask for help when it’s needed. A manager should never be unapproachable.
2. Get to Know Each Other
While many employees would rather not become close friends with their manager, there’s no doubt that the line between personal and professional life is increasingly blurring. Today, it’s widely accepted that an overly formal attitude to professionalism stifles business output and employee happiness.
Employees shouldn’t be afraid to engage with their manager on a more human level — discussing weekend plans, getting to know a bit about their family or hobbies, and occasionally going for a coffee or grabbing lunch. It’s much easier for colleagues to work together effectively when they are comfortably familiar with one another. For example, it’s useful to create an environment where employees can share any personal issues with their manager that might impact their productivity and to negotiate flexible working options.
3. Offer to Help
When a manager is struggling to juggle multiple projects and deadlines, as well as effectively managing their team, it’s the latter that will be the first to go.
Employees can alleviate this stress by offering to help when possible, taking on additional tasks, or attending meetings and delivering presentations on their manager’s behalf. Not only will this build greater trust and respect, but it provides employees an opportunity to further their skills and prove their capabilities and creativity.
4. Request Feedback
This is particularly important for those who feel like their relationship with a manager has turned a little sour. Rather than quietly waiting for the dust to settle, employees should take the initiative to set up a meeting and ask for feedback. If there are any ongoing problems, the employee will have a chance to rebuke or resolve them. Either way, it’s always best to clear the air and address issues head-on.
Feedback is crucial regardless of whether there is a negative relationship to resolve. If a manager isn’t providing regular feedback or performance reviews, this should be requested. Once-a-year performance reviews are no longer regarded as enough.
5. Be Authentic
It’s important to be respectful towards leaders in the workplace — and to all colleagues, for that matter. However, that doesn’t mean employees must go out of their way to please and indulge their manager’s every whim. A good manager will value an employee who challenges and questions their ideas and decisions when it’s appropriate to do so.
Similarly, there’s no need to try too hard to be liked; a good employee–manager relationship will be more meaningful if it isn’t forced.
Want More Career Tips from Thomas?
- Discover 6 skills that will help you become employee of the year — and learn how to develop them
- Get 7 ways to build more meaningful relationships with your colleagues — #1 might shock you!
- Here's the best way to talk to your boss if you're struggling during COVID-19
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