Many companies offer their employees the chance to carry out a 360-Degree Performance Appraisal, in which they provide input about their managers. But when it comes to factors beyond work performance, does a manager’s relationship with his or her employees have a big value? And how can managers make sure their employees are making the best out of these relationships?
From the data compiled in the latest Bayt.com poll, ‘Relationships Between Employees and Managers in the Middle East,’ we found out the answers. Over eight in 10 respondents (82.7%) said that their direct managers always encourage them to work on challenging tasks. A similar proportion (83.6%) said that their managers care about having a productive and professional relationship with them. When it comes to an open communication policy with managers, three quarters (74.6%) of respondents cited that they have this approach with their current managers.
At the same time, professionals across the Middle East generally hold their managers in high regards. 68.8% said that their managers are one of the main reasons they are loyal to their current job. Almost all respondents (93.6%) said that they care about having a productive as well as a professional relationship with their managers.
In order to improve the relationship between managers and employees, we asked professionals “what makes a good manager?” Although impressive, the findings show that there is room for improvement. 67.5% of respondents cited “taking initiative and providing assistance” as the most important area to improve on.
Generally, in order to make sure the relationship between the manager and employee is healthy and productive, there are few steps that managers can take and some to avoid.
According to the poll respondents, the top three steps that managers can take to improve relationships are:
Adopting open communication policies 38.6%
As a manager, communicating often and openly with employees can have many positive outcomes. It can provide insights into employees’ problems, achievements, and concerns, to name a few. If an employee is having issues, and they remain unaddressed, it could lead to a lack of productivity or, even worse, a loss of a talent.
Using team building and fun activities 25%
Managers can invest in their team dynamics by implementing more fun and team-strengthening activities and collaboratively working towards a smooth and cohesive unit.
Checking in and providing feedback 18.3%
Every now and then, conversations with employees about their daily tasks, long-term and short-terms projects, and, most importantly, constructive feedback can lead to better work produced, as well as a healthier relationship between the pair.
While managers can apply the aforementioned strategies, it is vital that they avoid the following mistakes that could damage their relationships with employees:
According to respondents, 27.6% of professionals said that not respecting employees can lead to a bad relationship between managers and employees. In addition, lack of open and honest communication (26.7%), not caring about employees’ happiness and well-being (15.5%), and adopting an autocratic management style (11.7%) are also among the reason that could disrupt a manger-employee relationship.
