Navigating the complexities of effective management is a constant balancing act. Whether you’ve recently stepped into a managerial role, are adjusting to new dynamics with peers, or dealing with challenging team members, diplomacy is key.
If you’ve ever wondered how to tackle a friend’s underperformance at work or questioned the role of personal likability in professional success, you’re not alone. These are common challenges faced by managers.
In this blog, we’ll explore the balance leaders must maintain – the sweet spot between keeping professional distance and building meaningful connections with their teams.
The importance of manager-employee relationships
The core of successful leadership lies in creating strong relationships between managers and employees. These connections impact various organisational aspects, including:
- Trust and adaptation to change: When employees trust their managers, it helps them deal better with changes at work. This trust creates a friendly environment where people can openly talk and give helpful feedback, making it easier for everyone to adjust to new things
- Motivating work environment: Good relationships between managers and employees play a big role in making work more enjoyable. This positivity boosts job performance and satisfaction, making employees less likely to leave because they feel valued and supported
- Crucial support system: Outside of daily tasks, these relationships become an important support system. They act like a shield, assisting employees in dealing with work-related stress and nurturing a commitment that contributes to long-term career success
- Innovation and productivity: A positive and collaborative environment, created by strong manager-employee connections, naturally promotes innovation and increased productivity. This teamwork encourages the sharing of ideas, pushing the organisation towards ongoing improvement
It’s important to note that, as a leader, not everyone will necessarily like you. The focus should shift towards earning respect rather than seeking popularity.
Expectations exchange
When managers and employees exchange expectations, it’s more than just a conversation; it’s a structured, open dialogue. The aim is to align mutual expectations, promote understanding, and enhance communication within the professional relationship. This involves discussing:
- Role expectations: Discussion about specific job responsibilities, tasks, projects, and overall contributions expected from the employe
- Behavioural expectations: Addressing expected behaviour and conduct, covering communication styles, teamwork, collaboration, and adherence to organisational value
- Performance expectations: Both parties discuss performance standards, success criteria, key performance indicators, and goals for mutual understanding and commitmen
- Feedback and evaluation: Conversations about the frequency and format of performance feedback, where managers explain their feedback approach and employees express their preferences
- Areas of development: Open discussion about areas needing support or improvement, encompassing skill enhancement, training opportunities, and specific areas the employee wishes to develop
- Personal and career aspirations: Dialogue on the employee’s personal and career goals, with managers providing insights into growth opportunities and employees expressing their aspirations for personalised career development
The Goldilocks approach to management
When aiming for managerial balance, consider the Goldilocks approach. Similar to Goldilocks finding the ‘just right’ porridge, this method seeks balance in various managerial priorities. For example, on the priority of giving feedback, being too distant (ignoring issues) or too close (overprotective) can be detrimental. The ‘just right’ approach involves offering both praise and constructive feedback when necessary, creating a well-rounded and effective managerial style.
Final thoughts on managerial balance
Achieving managerial balance is closely tied to emotional intelligence. Striking the right balance is an ongoing journey.
If you need help addressing your managerial balance, Cube Learning and Development offers customised training and development programs for teams, along with personal coaching for modern leadership and brand improvement. For a no-obligation discussion about this and our other training, contact Chris Burton at 07879 602002.
