Manager-employee relationship in an organization describes the efforts an organization puts in engaging its employees through various strategies to maintain open communication and enhance togetherness within the organization. It is the informal interaction between the management and the employees of an organization, and it affects the morale, open communication, productivity, and satisfaction of employees in the workplace. An organization’s employee segment is crucial and cannot be ignored, as it is critical for success. It is key for any organization to ensure a positive manager-employee relationship within an organization as they play a key role in driving the corporate performance of an organization (Fallon & McConnell, 2013).
Importance of Manager-Employee Relationship
Generally, there cannot be an effective working environment in an organization without a positive manager-employee relationship. A positive manager-employee relationship is essential in building effective teams where there is respect among the employees, new ideas can be listened to, and teamwork is enhanced. Significantly, the manager-employee relationship affects the growth of an organization, and organizations must adopt this method in their management positions due to various reasons related to engagement, satisfaction, productivity, empowerment, and retention.
Engagement
Manger-employee relationships enhance employee engagement within an organization as they are more willing to be engaged in the activities of the organization. It makes the employees feel part of the organization and be willing to be involved in the success of the organization, as they are made not just to do their job but strive for the organization’s growth. Organizations strive to invest in their employees’ happiness through manager-employee relationships as it will ensure they are more engaged in the organization’s goals and committed to their work (Concepcion, 2020).
Satisfaction
Employee satisfaction in the workplace is key, and employers need to understand its importance. Employees give their best potential when satisfaction is met, as it eliminates any form of nonchalance among the employees. In any case, if the employees are not happy and contented, it will have an impact on the bottom line. Dissatisfied employees lose their motivation to give their best toward the organization’s goals and are underperforming (Ndlovu et al., 2021).
Productivity
A positive manager-employee relationship positively impacts an organization’s productivity. In an organization with bonding, the employer tends to handle the administrative and managerial tasks correctly and effectively, while the employees, on the other hand, handle the labor aspect with much care. Employer and employee handling their functions in the organization appropriately ensure that they all strive for a common goal and hence improve the productivity of the organization.
Empowerment
When it comes to employee empowerment, the manager-employee relationship is also crucial. Employees can learn from their employers when there is a positive manager-employee relationship. Studying and learning from their employers can be a source of empowerment for employees to take managerial roles in the future.
Retention
Employees tend to be loyal and don’t leave organizations where they are helped to grow, be contented, and be happy. Employers building a solid bond with their employees ensures the best hands in the organization are kept, and productivity is guaranteed. Having a poor manager-employee relationship in an organization can contribute to employee attrition.
Improving the Manager-Employee Relationship
While it is better to have managers and their employees as colleagues than having them as friends, it is also very important to have strong bonds between the two parties. There are various ways that organizations can utilize to improve the manager-employee relationship.
One-on-One Check-Ins
Positive manager-employee relationships start with scheduling regular one-on-one check-in. This includes regular face-to-face conversations that can be weekly or monthly discussions on ideas, problem-solving, or tracking the progress of goals set. With these meetings, employees are more comfortable as they can easily ask for any assistance and give a better understanding of the unique motivations and personalities of the members of their team.
Ask for Feedback
Feedback is to be termed as constructive; it should be a two-way street. As the employees are eager to know what they are performing excellently and what they are supposed to improve, the manager also needs to know what is working well and poorly within the department. A manager can ask what they can do to their employees to make them more effective or make their work relatively easier. A manager can seek to know from the employees what changes in the processes or policies they would like to see. Employees are most likely to stay in an organization where they feel their voices are being considered (Fallon & McConnell, 2013).
Healthy work-life balance
Employees are likely to resent their management if they are on the clock 24/7. Employees are more likely to work for an organization that values their life outside their daily work in the organization and are more likely to leave their job for another organization that provides a work-life balance. Managers can let the employees work remotely if there is that opportunity and avoid sending instant messages to the employees when they are not at work. Managers can also give permission for extended breaks, lunch times, or breaking for home early if the employees have had to commit themselves to work late hours contrary to their normal working hours for a particular task as a form of appreciation which can as well be a form or motivation to them (Palumbo, 2020).
Conclusion
To achieve an effective workplace, managers and their employees need to strive to achieve a common goal. It will be very difficult for employers and employees to achieve a common goal if there lacks a healthy manager-employee relationship, as a healthy relationship between them enhances a cheerful ambiance in the organization. Where there is a healthy manager-employee relationship, employees are happy and contented at their work, which eventually improves the productivity of the organization. Managers can utilize various strategies to improve manager-employee relationships, like regular one-on-one check-ins and to ensure healthy work-life balance, among others.
References
Concepcion, H. M. (2020). A Correlational Study of Manager-Employee Relationship, Employee Rewards, and Employee Engagement (Doctoral dissertation, Walden University).
Fallon Jr, L. F., & McConnell, C. R. (2013). Human resource management in health care. Jones & Bartlett Publishers.
Ndlovu, T., Quaye, E. S., & Saini, Y. K. (2021). Predicting organisational commitment: The role of line manager communication, employee trust and job satisfaction. South African Journal of Business Management, 52(1), 11.
Palumbo, R. (2020). Improving health professionals’ involvement whilst sustaining work–life balance: evidence from an empirical analysis. Sustainability, 12(21), 9291.
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