As a manager, one of your most important tasks is to build a strong relationship with your direct reports. This can help you foster trust, collaboration, engagement, and performance among your team members. But how do you achieve this in a busy and dynamic work environment? Here are some of the best ways to build a strong relationship with your direct reports.
Communication is the foundation of any relationship, and it is especially vital for managers and their direct reports. You should communicate frequently and openly with your team members, not only about work-related matters, but also about their goals, challenges, feedback, and recognition. Use different channels and formats, such as face-to-face meetings, phone calls, emails, chats, and video calls, to suit different preferences and situations. Make sure you listen actively, ask questions, and show empathy and respect.
La communication est en effet primordiale. Mon expérience m'a appris qu'il faut respecter ses subordonnés, même si l'on est capable de faire leur travail (voire mieux). Chacun est à sa place et doit être reconnu comme tel. être ouvert, à l'écoute, et surtout être aussi transparent que possible permettra d'obtenir le respect de son équipe. Attention toutefois à ne pas communiquer trop souvent, ni trop longtemps, sinon votre discours ne sera plus aussi pertinent.
Set your objectives and goals clearly and discuss during 1-1. Ask them for feedback and what they expect from ? Discuss how and what could you offer and help? Ask them what’s their important and immediate priority and how you can share the load ? 1-1, F2F talk during onsite, ( grab a brew). Importantly listen and write down the discussion.
Another key aspect of building a strong relationship with your direct reports is to set clear expectations and boundaries for your roles, responsibilities, and expectations. This can help you avoid confusion, conflict, and frustration, and ensure that everyone is on the same page about what needs to be done, how, and by when. You should also establish and communicate your boundaries for work-life balance, such as your availability, working hours, and preferred methods of contact. This can help you respect each other's time and space, and avoid burnout and stress.
Setting up clear expectations and boundaries and makes them understand how they can and You should also encourage them to learn, grow, and develop their skills and competencies, by providing them with opportunities, feedback, and coaching
La clarté et la transparence sont toujours importantes. Chacun doit avoir ses propres objectifs et limites, mais conna?tre également ceux de l'équipe entière, si vous voulez fédérer tout le monde et les pousser à vous suivre. Annoncer que sa porte est toujours ouverte n'est pas qu'une formulation. Vous devez accueillir chacun à égalité, mais aussi fixer les bornes.
As a manager, you should also provide support and guidance to your direct reports, especially when they face challenges, difficulties, or uncertainties. You should offer your help, advice, and resources, without micromanaging or taking over their tasks. You should also encourage them to learn, grow, and develop their skills and competencies, by providing them with opportunities, feedback, and coaching. You should also acknowledge their achievements, celebrate their successes, and reward their efforts.
Ce que j'ai toujours trouvé pertinent dans le r?le de manager, c'est de guider, de pousser son équipe. Apprendre à pêcher est mieux que donner un poisson. Vos subordonnés vous remercieront. Ce n'est jamais du temps perdu.
One of the best ways to build a strong relationship with your direct reports is to show interest and appreciation for them as individuals, not just as employees. You should get to know them personally, such as their hobbies, interests, passions, and values. You should also express your gratitude, recognition, and praise for their work and contributions, both privately and publicly. You should also be supportive of their personal and professional goals, and help them achieve them.
Faire partie d'une équipe, c'est participer à quelque chose de plus grand, tous ensemble. J'ai déjà vu des équipes où chacun travaillait dans son coin. Certes, le projet avan?ait, mais sans cohésion, sans entraide, et au final on perdait du temps. Le leader doit fédérer, doit encourager, soutenir et féliciter.
Trust and respect are essential for any relationship, and they are especially important for managers and their direct reports. You should build trust and respect by being honest, transparent, consistent, and reliable. You should also admit your mistakes, apologize when needed, and learn from them. You should also respect your direct reports' opinions, ideas, and feedback, and involve them in decision-making and problem-solving. You should also avoid gossip, criticism, and blame, and address any issues or conflicts directly and constructively.
Le management positif est le seul que je connaisse qui soit vraiment efficace. Bien s?r, cela ne veut pas dire qu'il ne faut pas de temps en temps se montrer autoritaire (surtout avec ceux qui le nécessitent, et c'est là toute la finesse de la psychologie qui doit agir), cependant les équipes que j'ai eues à diriger qui me respectaient étaient au final plus efficaces, avaient moins tendance à flaner ou à vouloir partir.
Finally, one of the best ways to build a strong relationship with your direct reports is to have fun and connect with them on a human level. You should create a positive and enjoyable work atmosphere, where you can share jokes, stories, and laughter. You should also organize social and team-building activities, such as lunches, coffee breaks, games, or outings, where you can bond and relax. You should also show your personality, humor, and emotions, and be yourself.