A recent video has sparked conversations around the quality of people managers in India and the impact they have on workplace culture.
I have heard many people complain about their bosses. My personal belief is that when people say they have a "terrible boss", they are actually referring to how their relationship with their boss isn't great.
Research by the Great Manager Institute suggests that two-thirds of Indian employees decide to stay or leave their organization based on their relationship with their boss (figure above)
A quick reading on what do effective or good managers do - will show you results revolving around three dimensions.
They Connect with their teams, they take the initiative to Develop them and continue to Inspire them. While the exact words may differ, the behaviors associated with good management remain consIistent :
Now at the start of the article we said that the equation between you and your manager is like a "relationship". And relationships are usually about "give and take".
Here's a spin to the same framework of Connect - Develop - Inspire & how you can use it to "manage up".
- Listen & Involve - Managers hate getting blindsided. Want to take up a special project? Think a process needs to be entirely scrapped? Want to explore a role in another team? Before you jump into action and expect your manager to understand - take a step backward and just involve them in the decision. Your manager may have a logic of doing something a particular way or not doing something too (and it could be completely flawed!). But take the time to listen to their perspectives, even if you may not agree with them or may choose to not act on them. Understanding their reasoning fosters a collaborative environment and helps build trust.
- Inform & Nurture - We expect our managers to help us grow in our roles. We seek new opportunities from them. However, it is equally important for employees to understand their manager's growth goals and how their actions can support them. Engage in conversations about mutual growth in a "digestible" format, such as discussing your manager's goals for the next one, two, or five years. Similarly, ensure that your manager is aware of your aspirations and career objectives. This mutual understanding strengthens the bond and aligns your goals with those of your manager.
- Care and Celebrate - ?People management is an isolating role. Managers are often approached when problems arise, but recognition for their efforts in resolving issues is rare. Take a moment to appreciate your manager's achievements, even if they are unrelated to your work. Additionally, demonstrate genuine concern for their work-life balance, as you would expect them to care about yours. By showing support and empathy, you build trust and foster a more positive working relationship. People assume that this can get them slotted as "insincere" or "kiss-ups", but the moment you let your manager know that you have their back as much as you expect them to have yours - they will start trusting you a lot more.
There are 20 behaviors which I know that if a team member exhibits consistently - they can "manage up" effectively.
It's rarely only about the manager, it's mostly about both.
Building a positive relationship with your boss is an investment in your own career growth and success. Have you invested in it already?
Business Development Manager| Gartner CxO Advisory| Organization Transformation
1 年I think these are great insights which also drives us to think that more than correlation between trust/care and retention, the former could be looked as the cause. One thing I heard of very recently (to may be look at when you feel the urge to directly place blame) is to remember “the boss is also human” This opens many possibilities of connect within teams I feel.