The ideology behind the “Boss and Subordinate Relationship”- Fact or Fiction, you be the judge!!

“A good leader leads the people from above them. A great leader leads the people from within them”

Employees are frequently frustrated by their relationship with their boss. Is this inevitable? Not necessarily. For the relationship to be successful, employees and their superiors must share responsibility. How to define your positioning as a subordinate? What lies behind a successful business is more than what's on the monthly progress reports. From the owners to the new guy on the team, an effective working relationship is a crucial component of an efficient, well-oiled machine. If your employees are happy, chances are they'll perform well. And in turn, so will your company. Proven studies have found that employee productivity is directly linked to the relationship employees have with their superiors, so foster this relationship by looking beyond what's on paper. Manager and employee relations is an important aspect of day-to-day business operations. Poor relationships in the workplace can directly impact employee performance and retention. You shouldn’t run the risk of losing good workers due to something solvable like poor working relationships.

Think about what motivates your employees and what keeps them loyal, and don't assume that money's the main motivator here. Maybe it's a love of animals that keeps your employees coming to your vet clinic or a love of children that keeps them coming to work at your preschool. So, what keeps your employees coming? Is it the reward of helping those in need? Recognizing motivation will help you regard your employees as individuals who want to come to work, and not as mere task doers who come to work simply to fill out a time card. Employee relationship management describes an organization’s ongoing effort to engage its employees and keep them satisfied. This initiative involves maintaining open communication in the workplace among workers of all levels. Positive manager-employee relationships in the office encourage productivity and collaboration among teams. When there’s mutual respect between a manager and a worker, there’s more willingness on both ends to offer support and perform well. Bosses and subordinates have a very specific type of relationship, with a major impact on how well the two align together over time. The decisive factor modeling this relationship is often thought to be the personal style of the manager. However, observation of team interactions shows that there are as many types of boss-subordinate relationships as there are people. Indeed, individual personality, active or passive mindset, convictions and expectations, and habits formed with previous bosses are all factors which greatly influence how a subordinate relates to his current boss.

How you and your managers treat employees directly impacts employee behavior and output, and good leadership plays an essential role in forming a close, efficient team. Positive relationship management can?increase employee engagement, productivity, creativity, innovation and collaboration.?Strong manager-employee relations can also help?reduce employee absenteeism?and?employee turnover. The opposite, of course, is also true. In fact it’s well known fact and surveys found that 82 percent of workers would quit a job because of a bad manager.?It may be tempting to set wildly optimistic goals that your employees will never meet, in the hopes that they will somehow rise to the occasion. This could leave your team frustrated, and ultimately, your team might hold this viewpoint against you for making them jump through impossibly high hoops. By setting achievable goals for your employees, they might not only achieve their goals but also surpass them by leaps and bounds. The latter is a great morale booster, and in turn, is also a great way to retain employees. Employee relations, when managed well, help eliminate toxicity in the workplace and keep workers at all levels content and secure. For instance, if an employee bullies their teammate, it’s the employer’s responsibility to take action against the perpetrator. If there’s a concern about time off or paid leave, it’s up to management to handle these concerns with care. Essentially, any activity or initiative put in place to engage and support employees falls under employee relations and can make a difference in workers’ performance as well as your overall workplace culture. Many misunderstandings between bosses and subordinates arise from a lack of a shared sense of responsibility for the hierarchical relationship, as shown by an example- ?“I just don’t understand it. My sales record is excellent. I shoulder all the problems. My boss doesn’t even hear about them most of the time! My teams are motivated and autonomous. They compete for the opportunity to take initiative. Despite all this, things are really tense between me and my boss. He always appears on edge and doesn’t seem to trust me.” This employee is acting in accordance with what he assumes a boss expects from his subordinates, for instance the autonomy, performance, etc. What he does not see is that his boss’s objectives are somewhat different. The boss not only naturally wants the subordinate to perform well in terms of sales, but also to participate in continuous improvement efforts by sharing best practices. But this employee doesn’t give the boss a lot of visibility on this aspect. Moreover, the boss, by virtue of his personal management style prefers to hear about problems as they arise rather than risk discovering them too late. So rather than being delighted that problems are being solved without his even knowing about them, he is feeling increasingly frustrated and anxious.

“A boss has always been a motivational factor, but sometimes an employee can also motivate the hell out of a boss”

Delegating tasks serves as a teaching opportunity and as an empowerment tool. 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. Helping workers reach their own professional goals in relation to the business. Team building and hosting activities that bring workers together. Workplace safety which ensures your office and work environment are both physically and emotionally safe for your employees along with Conflict management helps resolve any issues in the workplace, whether they’re between two co-workers or an employee and manager which leads to Employee appreciation, positively acknowledging and rewarding team members’ good work When you engage with your team in these ways, you can prevent or mitigate personnel issues that affect productivity, collaboration and morale. These demonstrates how difficult it is for bosses and subordinates to establish a constructive relationship, even when both sides have the best of intentions. That is why this relationship must be actively managed. 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. Improving relations between your employees and managers requires effort and time. Formal and?informal feedback?is highly beneficial to the inner workings of a company. Not soliciting feedback can make an employee feel like a less vital player in the organization, which can lead to a decrease in their work performance. It’s critical to show staffers that they and their opinions matter. Instead of making decisions independently of your employees, seek their input. Speak with team members about departmental strengths and weaknesses to gauge how managers are executing their own responsibilities. This makes your employees feel more appreciated and involved, and should ultimately improve their productivity and morale. Plus, employee input not only helps you visualize situations from alternate perspectives, but it also provides you with more viable options for what path to take as you move forward as an organization. As a result of your consideration and actions, your employees will also feel more invested in the company. 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. 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. This can be something as simple as acknowledging her contribution of one good idea during a conference call with clients, but it could go a long way after she leaves the office. She may even be inspired to step up her game and become one of your stellar staffers. Adding the recognition or praise of two employees to your daily objective list will help you remember. All employees should understand that?work performance is not about competition. It’s about coming together to serve a common purpose; e.g., pleasing your clients or customers. It’s not a race. Managers may delegate specific responsibilities to certain employees, but each responsibility should be linked to the next in a seamless effort to provide top-quality products or services.? Good communication is a must for successful collaboration. Providing opportunities for your managers to interact more with other employees will help build stronger cooperation and understanding among leadership while allowing managers to help employees improve their individual skills.

"Before you become a leader, success is all about growing yourself. After you become a leader, success is about growing others."

A healthy workplace climate requires professional and empathetic leaders, A manager and subordinate should have a?professional yet friendly relationship. This is beneficial for both parties, as it helps build trust and encourages the subordinate to work hard and motivated. A manager should be respectful, approachable, and supportive while maintaining a level of authority and professionalism. The Boss and subordinate relationships is paramount for the success of the organization and the reverse is toxic, inability to manage or break down in relationship results in loss of influence within the organization, frustration, may cost promotions and opportunities and growth. The good relationship between superviser and supervisees can be described as symbiotic which benefits both. Unfortunately, more often than not this important aspect of leadership and management does not receive the attention it deserves. For managing bosses and vice- versa, it is not only important to know the boss's strengths and weaknesses but also be aware of one's own. The focus in building good network with bosses and peers and to achieve results for everyone including that of the organization shall be the pillars of success!

“The growth and development of people are the highest callings of leadership”