6 keys to building successful relationships between management and staff

Companies make constant investments in the technical training of their employees on an individual basis. However, to maintain a highly competitive team, improve productivity and achieve successful results, this is not enough.

What happens if, despite having star employees, they work as a ‘group’ rather than as a ‘team’?

If this happens, the training and know-how of staff are diluted. And this can occur at all levels of the organisation, both vertically and horizontally. However, the most common issue – and the one that is hardest to improve – is the distance that develops between the management team and the employees.

In this regard, companies must complement the individual training of their staff with strategies designed to forge close bonds and bridge the gaps between the management team and their employees.

“Coming together as a team is the beginning. Staying together as a team is progress. Working as a team ensures success.” Henry Ford

Below, we present six key points for developing good relationships within a work team, which do not depend on technical knowledge but are based on the development of values and attitudes focused on ‘us’.

Clear strategy and objectives

It is essential to have a direction in which to channel efforts. A clear strategy and clear objectives form the starting point for any work plan. If the management team and employees are clear about where they are heading and what the expected outcomes are, they will work together as a team to achieve the objectives, thereby strengthening working relationships.

Communication

It is essential to maintain open communication within the team, both vertically and horizontally, in order to build positive relationships. Furthermore, participation should be encouraged, so that employees feel free to communicate with their managers and vice versa.

Involvement

The management team must involve their employees in decision-making, so that they feel they are participants and key players in the work being carried out and are committed to the results. Without involvement, employees become demotivated and downplay the importance of the tasks at hand, as they will always feel that their views are not taken into account.

Trust

Managers must have complete confidence in their employees’ abilities. Similarly, they must foster the development of self-confidence so that staff are not afraid to participate and put forward new ideas within the organisation. If managers do not trust their team, they are very likely to struggle to delegate tasks, thereby taking on an unnecessary workload themselves. A lack of trust affects, on the one hand, productivity and, on the other, relations between the management team and employees.

Recognition

Recognising a job well done is a way of encouraging employees to keep moving forward; letting them know they are on the right track will motivate them and boost their confidence. When an employee feels that their work is valued, their level of commitment increases, and consequently, productivity rises. Furthermore, it fosters empathy with their managers, which helps to build trust and strengthen the relationship.

Respect

Respect is fundamental to any relationship. At work, it is essential to foster respect within the team, avoiding offensive behaviour and belittling others. Every employee is a well-rounded professional, with strengths and weaknesses, who must always be respected. A lack of respect destroys relationships.

Building fulfilling relationships takes time and dedication; it is not something that happens overnight. The important thing is for companies to understand that workplace relationships have a direct impact on productivity and employee performance, so it is essential to start working on improving them by establishing a strategy aimed at strengthening teamwork.

To complement this reading, here is a related article: Managers and the importance of managerial leadership.