Good Work Relationships Between Boss & Subordinates | Your Business
Q. Why is a positive supervisor-employee relationship so important to worker One day he told his supervisor that the work boots he was issued to keep his feet . Although the official titles may be differ, supervisor-employee relations exist when a staff member receives work directives from an employee who holds a. Employees must be comfortable with each other and work in unison towards a The team leader or the manager plays an important role in promoting healthy.
Delegating Delegating tasks serves as a teaching opportunity and as an empowerment tool.
How to Improve Employee Relations With Supervisors
If a young reporter wants to try her hand at editing when the assistant editor is out, let her go for it. When an inexperienced but talented new architect asks to help with a senior architect's account, tell him that it's fine with you if the other architect agrees. Regardless of what happens, you and your employee will be able to acknowledge and understand his strengths and weaknesses, which is helpful for both sides. Communicating Keeping an open-door policy is an effective way to maintain humanity in stressful industries.
Remind your employees that you always have a ready ear. Not only will this help build rapport, it also will give you a heads-up so that you can work together to resolve current issues. Open, honest communication between boss and employee builds a working relationship and helps foster mutual respect.
Socializing Go ahead and hit that happy hour or bowling night arranged by the company. Out-of-office events help alleviate social awkwardness between you and your staff by allowing your employees to see another side of you.
It reminds them that behind that serious boss exterior lives an actual human being who enjoys having fun, just like they do. Creating a Recognition Culture Recognizing effort and achievement is self-reinforcing because employees who feel like their hard work is getting noticed tend to perform better.
Keep in mind to spread the positive feedback wealth. It's easy to recognize your stand-out employees but you may have to put more effort into finding reasons to dish out the same to your underachievers or anyone with whom you just don't gel.
In other words, whether the company has an organizational hierarchy, team management, positive reinforcement, or negative reinforcement method of management, employees tend to view fairness, support, rewards, and favorable job conditions as signs of POS. POS acts as an emotional reward to employees for their continued loyalty and high job performance. In this respect, the psychological state of employees acts as a moderator in the POS to job performance relationship. Furthermore, current mood often affects the way support is received.
For example, an employee that is usually grateful to receive help from a supervisor may see the help as annoying or unnecessary if the employee were in an unsociable mood.
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- Good Work Relationships Between Boss & Subordinates
Trust is an essential factor in the acceptance of duties and information from supervisors. This behavior could result in slower task completion Elmuti, In this scenario, the lack of trust established acts as an impediment to employee productivity, and consequentially results in losses for the company in the form of wasted employee time.
When TS is very low subordinates may disregard directives from their supervisors out of fear that the information given to them is unreliable. In order to optimize the efficiency of the delegation of duties, it is important for supervisors to gain the trust of their employees. Showing competence is one of the first and most important things that a supervisor can do to begin establishing trust with subordinates. Elangovan and Xie reported that perception of supervisors has an impact on many employee outcomes related to production.
They went on to explain that perception of a supervisor has a positive correlation with motivation and a negative correlation with stress in employees Elangovan and Xie, The hiring process is the first sign of trust and acceptance of an employee by a manager, and it is generally expected that trust will be reciprocated by the employee.
Employees are allowed to take on responsibilities that are important to the company, and acquire roles within the social framework of the organization, but they are expected to always act with the best interests of the company in mind. As trust in an employee increases, supervisors tend to respond by providing the employee with job enlargement, the intentional increase in the duties and responsibilities of the employee.
About Supervisor-Subordinate Relations | Your Business
To ensure that employees recognize job enlargement as a sign of trust, the assigned work must be given with a corresponding increase in responsibility. When employees are given more work duties without increased responsibility, it may indicate to the employees that they did not do enough work or that they are being punished.
In assessing the necessary factors for trust in the workplace, it is apparent that trust accumulates over time through events that allow the respective parties to evaluate and reevaluate each other based on their actions. In the organizational hierarchy, the only way to gain power is through empowerment bestowed by a supervisor.
Hierarchical structuring of a company keeps power situated within individuals who maintain higher ranking. Once LMX has begun to be established, the supervisor will delegate more responsibility to the employee, which is associated with an increase in employee empowerment. If employees are motivated to increase company productivity or make systems more efficient, empowerment will serve as a license to innovate. This was thought to impede motivation and make communications more difficult Therefore, a pleasant interaction with a superior holds extra significance if other employees did not receive the same level of interaction.boss and employee. Boss And His Beautiful Employe 137 2017. Unusual Boss-Employee Relationships.
It is important to note however, that LMX must first be established by creating a relationship with a give and take nature. The exchange element in LMX is fundamental because it allows for the conceptualization of mutual trust and respect, which encourages information exchange.
In this respect trust and LMX are intertwined, acting as both source and product of the other. Reward Systems RS are groups of standardized responses that are designed to give benefits to employees who perform tasks specified by their company or superior Businessdictionary. A RS is another form of supervisor-employee interaction in the sense that a reward is typically created by a manager to give to subordinates, and subordinates respond to those rewards verbally or behaviorally.
In fact, all of the constructs previously discussed are heavily connected to RS by either being rewards themselves POS, LMXor acting as a part of the measurement of the construct trust in supervisor TS. POS and LMX are methods of positive reinforcement because they are increased as an employee fulfills their psychological and occupational contracts. When employees determine their level of TS, reward distribution is considered because employees must feel that they are rewarded properly for their contributions in order to know that their supervisors have their best interest in mind.
Research shows that most RS methodology has a positive correlation with job productivity in employees Elangovan and Xie, The primary forms of rewards are psychological eg: In order to increase company productivity, it is common for managers to implement a system in which employees receive more rewards for a corresponding increase in job productivity; however, this system is only effective under certain circumstances, usually dictated by the psychological state of the employee.
Elangovan and Xie found that RS had a positive correlation with motivation, but self-esteem served as a moderator. This data demonstrates that familiarity with subordinates, particularly with regard to the self-esteem construct, is imperative for implementing effective RS. The bare essentials for implementing an RS involve: Setting up these features within a company can be a costly enterprise, and if the reward system does not cause a significant increase in employee production, the system will simply serve as a loss to the company.
This way the employees would never blame each other or their superior later as they themselves have decided on the roles and responsibilities. Encourage them to willingly accept the challenge. They would strive hard for a better output without fighting and finding faults in each other. A team leader should be a role model to his team members.
He should treat each and every individual as one and avoid partialities at work. Do not give anyone a special treatment just because he drops your son to school every day or says a yes to whatever you say. Appreciate if someone has done exceptionally well but do make sure to correct him if he is wrong somewhere. The team leader should not be rude or harsh to anyone.
There is a correct way for everything and one should not insult any team member. It is strictly unethical. Sit with him and make him realize his mistakes.
He would definitely look up to you in future. The superior must not act pricy and should always be accessible to his employees. The individuals must have the liberty to walk up to their immediate bosses in case of a doubt and clear things. The hierarchy should not be too complicated as it leads to confusions and disputes among employees.
The manager must ensure that all important communication takes place on an open forum for everyone to get a common picture.