How can you build a strong relationship with your manager?

1. If you are unclear about expectations, write what you think they are, in order of priority, and ask your manager to review and give feedback. Most people are surprised by the difference in what they think and what their boss thinks. 2. Figure out what matters most to them - if they care deeply that your first draft is proofed, if they will get upset if you are late for a meeting. The little things they may not even know they care about. 3. Under promise and over deliver. Manage expectations if you are going to miss a deadline.

We all have the same unwritten job description, especially when it comes to building a relationship with our manager: 1 - Be a problem solver. Even if something isn't your direct responsibility, do what you can to fix the problem or get help from someone who can. Managers love fixers! 2 - Make their job easier. When you receive an assignment from them, ask good questions to be sure you understand what's expected. Read between the lines to ensure you do things that they might not have specifically outlined for you. 3 - Flex your style to adapt to theirs. If they're direct and task oriented, keep conversation short and sweet. Likewise, if they're friendly and personable, take time to weave in some chit chat before diving into the work.

To build a strong relationship here are few important aspects to be considered- Alignment with each other and to do this expectation management is important with each other. Bring in consistency, commitment and dedication at work. This will help in building trust and reliability with the manager. Trust is an emotion. It's important for one to feel that while working. Regular and timely reviews to be done so that incase if you are off the track you come back in action by doing regular reviews. This will again show how responsible you are at work in short it builds credibility. Be open to understand different perspectives. This will help you to be responsive and not reactive at work. Hope this helps....

Daily standups are a great way to communicate with your manager. Make him understand three things: -Your accomplishments -His vision -Problem-solving strategies created by you

Three things: Respecting their leadership Open and honest communication Aligning with the vision Understanding expectations These points will help to establish the right foundation of a working relationship with your leader.

All managers should set clear expectations with employees. However, you should understand that you have an "active" role in partnering and aligning your manager's expectations with your own goals as well. Come with questions for the managers. Ask them what gaps they need filled on the team. Let them know what you feel like you bring to the role. Try to understand how the pieces can work/fit together. ???Also, stay active and observe where your manager could do better and fill in those gaps, help with those crumbs. Those crumbs can sometimes turn into great opportunities in the future. This leads to a strong relationship with your manager and in turn you gain an ally for your career and network!

This is imperative because if you don't discuss this how do you intend to move forward and make changes? It's important to always reflect on your practices, make new suggestions in order to develop new ways of working. Otherwise, old ways get tedious and mandane. This shows your manager that you are thinking outside the box which not only improves your practice, but for your peers and the wider team in your working environment

Your manager isn't putting you 'on trial' - if you were hired and you're in the role, that bit is over. Managers look for reliability and consistency, and out of this some people naturally stand out - for good and bad reasons.

Feedback giving is a good approach in any relationship building. This ensures that one is open to constructive feedback,can learn,unlearn and relearn while at it. Can pick what needs to be useful and dropped at the same time. When an individual is open to sharing challenges then that in itself is a conducive environment and one becomes better as they learn from each other. Unlike in situations where one is not allowed to share or even comment,one is seen as a threat.

I have a great deal of respect for my manager and of someone you can rely on but despite sharing my perspective feel that her hands are somehow tied by an outdated mental health system where I believe she has less power to manoeuvre her authority and do what feels right. I am blaming the existing mental health system not allowing my manager meet her responsibilities towards me as someone with equal status with other members of staff and it is down to system creating conflict between us which I understand and avoid it to happen in anyway and will never allow the system set against anyone in the service in whom I know have less power to deal with my situation but seems to setting against one another which is something I detest!

Show initiative, seek feedback, and express interest in their guidance. Being reliable, proactive, and open to collaboration can foster a positive dynamic.

If you cannot give (or take) feedback then you have no place being part of a team - it's that simple. Feedback is VITAL for every single person regardless of what role they play, and a culture or workplace that doesnt embrace this and actively support giving and receiving feedback isn't being fair to their people.

My manager is someone respectful towards me and empowers me to challenge the ridiculing system by speaking up and claim my rights and I always have the confidence in her trying whatever she can do to help me fulfill my role and she always facilitates opportunities for me. I have a great deal of respect for her and admire her work and not turning my frustration against her as I believe the outdated mental health system create any sort of clash between us as I know the real barrier to me is the existing mental health system and will never allow this outdated system causing to set myself against my colleagues in anyway!

Seeking feedback shows respect and initiative. Always be proactive in order to improve yourself and thereby your team. Feedback is critical to improvement and shows respect for position.

Working towards a company’s goals is always challenging. The best solutions come front are when working together as a team and open communication. Be open to feedback which will help you improve your stance. This ensures growth and more ideas to flow in.

Boundaries should be articulated and appropriate to successful operation of the organization and the services to be delivered by the peer. This can include frequency and depth of communication, ensuring that it is strength-based and that any feedback is delivered in a supportive manner that provides clear examples and suggestions for growth.

Boundaries, like expectations should be discussed early in the manager/employee relationship. Respecting boundaries is respecting people.

I’m not sure why the word “boundaries” is here. Working for one goal should have no boundaries. Yes, Management of Time would be an appropriate word. Would love to know everyone’s thoughts on this.

This is easier said than done. If the supervisor has not given you something to trust then this is difficult but not impossible.

It is important to acknowledge their unique insights, and the directives they may be recieving from their superiors which inform their decision-making. Despite challenges, proactively seek guidance and share your commitment to success in delegated tasks. This not only builds trust but also alleviates potential stress for your manager for your percieved resistance, reinforcing a collaborative and effective working dynamic.

In my managerial roles my goal has always been to train, support, educate and build people in my teams so they can one day do my job. A good manager leads by example but sets realistic and achievable goals to support their teams to reach. If your team can't survive without you - for example if you're on extended leave - then that's a 'you' problem, not a staff one.

My manager is someone very kind and has shown her empathy in my situation when the service I work did not treat right and undervalued my work. She encouraged to challenge the system and speak up to claim my rights and there are things I expect out of speaking up and to come to the point I never trusted anyone like I trusted her and consider her as one of best managers and believe with the good work she has done for me has boosted my confidence and increased my morale ever since she became my manager and I have every confidence in her and pray for her every success!

Clear communication would be the key to gaining trust. Know where the communication or goal sets are coming from, if communication is clearly done then both managers and workers (peer support worker as someone called them ??) would benefit from it.

This is the easiest and at times the most often overlooked! People want to feel appreciated and as leaders and colleagues it is our responsibility to express our appreciation for those around us.

Appreciation of others efforts is too often overlooked but when this principle is put into practice it changes everything. Even if you have to dig we can all find something.

Why does anybody go to work? What drives people to want to contribute? Why do they stay in this job and not look for another? Ask yourself those questions and you'll understand how to support your people.

I wholeheartedly agree. Expressing appreciation for their efforts not only boosts their morale and motivation but also contributes to fostering a positive working environment for both them and yourself. Managers can be impacted by persistent negative feedback, influencing their interactions with the team. Injecting positive energy and showing appreciation, even in small ways, can make a significant difference. ??

Don't just 'be' grateful, show you are. Appreciation is simple. It doesn't take much, just a modicum of recognition and a few well stated words.

Best advice I read from Abrashoff's "It's Your Ship": "Think like your boss." The sooner you anticipate and meet the needs of your boss, the more likely (s)he takes you with him when (s)he gets promoted. Plus, if you become a boss, you're already prepared because you gave yourself a head start thinking like one.

In my experience, in the early stages practicing active listening and determining what your boss does not like and take it over is critical. It builds a relationship of dependability and trust that will go a long way in earning respect.

Find out about your manager’s goals and see how you can help him/ her achieve those professional objectives. Your manager will probably appreciate your personal support and support you as well.

Building a strong relationship with your manager involves getting to know them through open communication, fostering mutual respect, and focusing on common goals. Regular check-ins with your manager to discuss work projects and progress can be helpful. Seek their feedback over lunch, learn from their experiences, draw from their wisdom, take their advice, ask how you can be helpful, share your ideas, and work on solving work-related problems together. These actions can strengthen the relationship. Try to understand your manager's communication style, management goals, objectives, and priorities to tailor your approach and engagement with them, building rapport and trust.

Here is apoint that needs to be considered... Alignment: As a team member, it becomes important to take the initiative to seek alignment. You and your Manager are to be aligned to your Team's objective and purpose. One way is to Force Rank the desired competencies (if it is done in the Organisation) based on your Role KRS/ OKR. This is done by both. Once done, the ranking are matched and then where ever the gap is 2 or more a discussion is called between the two. This is to understand the perspectives of each...and make necessary priority alignment. In case the competency matrix is not done in the Organisation, an alternative method, to discuss the priority of the KRA/ OKR, based on the role. This Alignment is important....