MANAGE2RETAIN

Keys to Help Managers Build Strong, Loyal Working Relationships with Employees

In recent polls we have conducted we asked two questions: 1- Should managers be involved in the employee retention process (the results were overwhelming- the manager is crucial to employee retention!) and 2- How can organizations best improve the employee experience to improve retention?. The chart below shows the results from respondents:

How can organizations best improve the employee experience to improve retention?

Given the importance of managers in the retention process and the results above showing a strong manager-employee relationship is important to improving the employee experience , we thought we could offer some guidance to help managers understand their role and strengthen relationships with their employees.

A strong manager-employee relationship is vital to the success of any organization, as it contributes to creating a positive and productive workplace environment. This relationship is a two-way street, with the manager responsible for setting expectations, motivating the team, and providing help and support to the employees, and the employees responsible for meeting those expectations and contributing to the organization’s success. It is also a process of give and take. Successful leaders make a habit of giving and servicing more than they take.

In this article, we will emphasize the significance of a strong manager-employee relationship and provide practical strategies for building and maintaining one.

What is a Manager-Employee Relationship and Why is it Important?

A manager-employee relationship is between a manager and their direct reports. It is an important aspect of the workplace, as it facilitates the leadership of the team and helps to ensure that everyone is working towards the same goal. But it goes much deeper.

A strong manager-employee relationship is built on trust, respect, and open communication. It is important that managers and employees understand each other’s roles and responsibilities, and that they are able to work together and help one another not only achieve the organization’s goals but also ensure that the employees work experience is rewarding and fulfilling. Additionally, a strong manager-employee relationship is beneficial to employee morale, as it helps to create a positive work culture and encourages employees to stay with the organization.

Therefore, creating and maintaining a strong manager-employee relationship is essential for the success of any organization, and it requires trust, respect, open communication, and collaboration between both parties.

Benefits of a Strong Manager-Employee Relationship

A strong manager-employee relationship can be beneficial for both the organization and its employees. It can help to increase employee engagement, improve morale, and reduce turnover. Additionally, it can help to create a more productive and efficient workplace, as employees are more likely to be motivated and productive when they feel supported by their manager.

The benefits of a strong manager-employee relationship go beyond the workplace. It can help to foster better relationships between employees and their peers, as well as between employees and their managers. Additionally, it can help to create a more cohesive and collaborative work environment, and can lead to increased job satisfaction and loyalty. All of these factors can help build company brand and Net Promoter Score!

Understanding the Importance of Employee Retention

Employee retention is an important aspect of any organization. A strong manager-employee relationship is essential for retaining employees, as it encourages them to stay with the organization. Employee retention is beneficial for the organization, as it helps to reduce costs associated with recruiting and training new employees and minimize the challenges associated with finding replacement employees given labor shortages, finding required qualifications…. Additionally, it allows for more collaboration and innovation, as employees are more likely to share their ideas and insights with colleagues they are comfortable with.

Employee retention is also beneficial for the employees, as it allows them to develop deeper relationships with their colleagues and managers, and it provides them with a sense of job security and a sense of belonging. It will also enable employees to advance their careers, as they have more opportunities to learn, grow, and develop within the organization.

Enhancing the Employee Experience

A strong manager-employee relationship is essential for enhancing the employee experience. It allows managers to effectively understand and communicate with their employees, set expectations, while also providing feedback and guidance. When managers know their team they are a stronger position to recognize and reward employees for their hard work and dedication.

Managers can enhance the employee experience by providing employees with the resources and support they need to be successful. This includes providing employees with access to the latest technology, offering training and development opportunities, providing flexible work schedules and not only understanding what employees desire in their work experience and but helping them achieve it. Managers can also provide introductions to help people achieve their goals. Additionally, managers should be open and transparent about the organization’s goals and objectives, and should provide employees with opportunities to give and receive feedback and contribute to the success of the organization.

They should also understand and work to satisfy employee preferences and goals, while being transparent about the organization’s and departments objectives.  

Increasing Employee Engagement

Employee engagement is an important to retention and high productivity. A strong manager-employee relationship is essential for increasing employee engagement, as it strengthens the managers ability to cultivate and support engagement drivers: encouraging employees to be more involved in the organization, providing employees with meaningful work, assigning challenging tasks that allow them to grow and advance their career, allowing them to have a voice in the organization and its core values, and recognizing and rewarding their contributions. Additionally, managers should be open to feedback and willing to listen to their employees, to improve a manager’s efforts to better connect with employees.

Managers can also help build employee engagement through regular employee discussions and conversations that bring understanding and clues to what motivates and inspires employees as well as what steps and actions would bring commitment, loyalty and a strong relationship as you work to build belonging and the connection that retains their tenure and talent.

Strategies for Constructing Strong Manager-Employee Relationships

Constructing a strong and lasting manager-employee relationship requires effort from both the manager and the employees. Here are some strategies for constructing a strong and lasting manager-employee relationship:

Building Trust, Respect, Appreciation and Open Communications Between Employees and Managers

Trust, respect, appreciation and open communication are essential for any successful relationship. Managers should strive to establish trust with their employees, as it helps to create a positive work environment. Additionally, managers should treat employees with respect for their ideas, dignity for who they are and the value they bring and should always be open to feedback and suggestions.

Managers should also strive to create an environment of appreciation and recognition. This includes showing appreciation and acknowledgement for employees’ hard work and dedication and rewarding them for their contributions. Additionally, managers should always encourage employee ideas and insights to helps to foster collaboration and innovation.

Empowering Employees

Empowering employees is essential for constructing a strong and lasting manager-employee relationship. Managers should strive to create an environment where employees feel empowered to make their own decisions and have the flexibility and autonomy to take ownership of their work. Managers should also strive to create a workplace culture where employees feel supported and valued.

Personal Character Traits That Enable Managers to Build Strong Relationships:

Humility- allows us to recognize and appreciate the strengths and abilities of others, fostering mutual respect and appreciation.

Honesty- builds trust and creates a foundation of authenticity, which allows for deeper and more meaningful connections.

Being Genuine- Genuine communication allows us to be our true selves and express our thoughts and feelings honestly and openly, leading to greater understanding.

Empathy- When individuals feel heard and understood, they are more likely to feel connected to the person they are speaking with, leading to stronger bonds, increased trust, a more fulfilling relationship and reduced conflicts.

The Role of the Manager: Investing in Resources and Training

The role of the manager is essential in employee retention. They act as the face of the organization to employees. A strong relationship enables the manager to influence the employee’s attitude and behavior that builds desired habits and results. As discussed above managers control many of the aspects that affect engagement and the employee experience. Resources and training are important from two standpoints. First, investing in resources and training will help to improve the employee experience and their skills and development. Second, training and support for the manager will help them develop the foundations, principles and best practices in the people management skills and emotional intelligence that cultivate strong and trusting working relationships.  Additional investments include providing access to the latest technology, cross training, new project assignments, and investing in resources to help employees succeed. When managers grow and improve their leadership skills it brings significant benefits. Employee feedback and willingness to listen to their employees, will help to foster a sense of trust and respect. 360 feedback tools can also help identify manager strengths and where improvements can be realized

Conclusion

Within organizations there is a strong belief that managers are critical to employee retention and that improving the manager-employee relationships is the best way to improve the employee experience. A strong and lasting manager-employee relationship is essential for any organization to succeed and secure their talented employees. It allows managers to effectively communicate with their employees, set expectations, provide feedback and guidance, and create a positive work environment.

Building strong manager-employee relationship requires effort, effective communication and trust from both the manager and the employees. Utilizing the suggestions above (treating employees with respect and dignity, appreciating effort and achievement, open communication, empowering employees, and invest in resources and training) can help build positive relationships. Additionally, managers should be open and transparent about the organization’s goals and objectives, and should provide employees with opportunities to provide feedback and contribute to the success of the organization.

Through a focus on strong and lasting manager-employee relationship, organizations can benefit from increased employee engagement, improved morale, and reduced turnover. Additionally, it can help to create a more productive and efficient workplace, and can lead to increased job satisfaction and loyalty.

Lastly, a few recommendations on how to support your managers:

  1. Recruit and select leaders and managers with people centered attitudes, behaviors and leadership styles.
  2. Meet with managers to discuss employee retention, the high costs associated with turnover and their role in helping to make improvements.
  3. Help support managers through coaching, mentoring, training and processes to enable them to improve their people management skills so they can interact, communicate, lead, motivate, support, care and act on the principles and best practices that engage employees and build rewarding experiences.
  4. Encourage managers to talk regularly with employees about challenges, needs, concerns, goals… and more. These conversations build trust and relationships.

If your company is looking for methods to help managers improve employee retention at your organization, so owners and senior leaders can focus on serving clients, achieving their mission and vision and growing a successful business, contact Manage2Retain (info@manage2retain.com) to learn more about our support programs.

Turn your employee talent into your greatest asset!

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