Want More Productive Teams? It All Starts With This One Simple Shift. Managers must understand the science behind employee relationships. Here's a guide to help get you started.
By John Rampton Edited by Mark Klekas
Opinions expressed by BIZ Experiences contributors are their own.
An organization's success increasingly depends on a solid manager-employee relationship in today's competitive market. In addition to contributing to employee satisfaction, engagement and productivity, these relationships contribute to adaptability and resilience.
Managers and organizations must understand the science behind these relationships to foster a culture of trust and mutual respect.
Related: What's the 'Rule of One'? This BIZ Experiences Used It to Go From $0 to $4,985 in 1 Month.
The impact of strong manager-employee relationships on organizational success
The following things happen when managers and their teams have positive relationships:
- An increase in productivity and engagement. The more empowered and valued employees feel, the more engaged and productive they are.
- A better ability to innovate and solve problems. Creativity and innovation are encouraged in a psychologically safe environment, leading to better decision-making and problem-solving.
- Absenteeism and turnover are reduced. A strong manager-employee relationship contributes to employee retention, reducing absenteeism and turnover costs.
- Improved customer satisfaction. An engaged and motivated workforce provides better customer service, which leads to greater satisfaction and loyalty.
According to Nesco Resource, "When employees have a strong, healthy relationship with their employers, the entire company benefits. Studies show that employees with mutually respectful relationships with their employers are likelier to be happy, loyal, and productive in the long run."
The role of Oxytocin
The neuropeptide oxytocin, popularly known as the "love hormone," is essential for social bonding and trust. When managers and employees interact positively with each other, such as providing recognition, offering support, and engaging in open communication, the levels of oxytocin increase. As oxytocin surges, feelings of empathy, cooperation, and belonging are promoted, all contributing to a strong relationship.
In addition to enhancing performance, oxytocin can also reduce anxiety and stress. A calmer, more focused state of mind results from employees feeling supported and valued by their managers. As a result, their cognitive function, creativity and productivity can improve.
The importance of emotional intelligence
It's also important to have emotional intelligence (EI). An EI manager can better understand their employees' emotional needs, provide empathy and support, and resolve interpersonal conflicts in a productive way.
It has been demonstrated that EI positively correlates with employee satisfaction. Positive and supportive work environments result from managers who manage their own emotions effectively and respond appropriately to those of their employees.
Leaders can demonstrate EI in the following ways:
- Active listening. Listen to what others have to say with genuine interest.
- Empathy. Understand the emotions and concerns of others by putting yourself in their shoes.
- Put others at ease. Ensure employees feel comfortable sharing their opinions by meeting them at their level.
- Recognize contributions. Provide a work environment that is supportive and inclusive.
Related: 5 Ways Emotional Intelligence Will Make You a Better Leader
The power of positive reinforcement
Manager-employee relationships can be strengthened with positive reinforcement, a practice of rewarding desired behaviors. In addition to reinforcing positive behavior, managers who recognize and appreciate their employees' contributions encourage them to continue their efforts. In particular, one study found that happiness led to 12% higher productivity.
Managers make employees feel valued and belong when they acknowledge and reward their efforts, which motivates them to stay committed and engaged.
Ideally, positive reinforcement should occur immediately after a desired behavior. Positive reinforcement comes in four forms: social reinforcement, token reinforcement, natural reinforcement and tangible reinforcement.
Fostering a culture of psychological safety
A strong manager-employee relationship also depends on psychological safety, the sense that taking risks, voicing opinions and being yourself is safe.
What can managers do to foster psychological safety? The first step to creating a supportive environment is to create one that respects, values, and listens to employees.
Workplace psychological safety can also be achieved in the following ways:
- Engage your team by showing them you care
- Don't blame others
- Become self-aware
- Don't let negativity fester
- Participate in decision-making with your team
- Listen to feedback with an open mind
- Promote your team's success
Building a culture of trust
Trust is the foundation of any successful relationship. It is of particular importance when it comes to the manager-employee relationship. As a result of trusting their managers and feeling empowered, employees feel more secure, supported, and motivated to do their best.
To build a culture of trust, follow these steps:
Communicate openly and honestly
It is essential to communicate openly and honestly to build trust. Transparency in decisions, regular information sharing, and being upfront about challenges are all part of this process. Feedback, both positive and negative, should also be welcomed by leaders.
Related: How to Give Constructive Feedback That Actually Empowers Others
Be reliable and consistent
You need to be able to follow through with your commitments. Punctuality, meeting deadlines and keeping your word are all important. In addition, it means being consistent in your behavior.
Treat everyone with respect and fairness
No matter what their position or title is, everyone deserves respect. Empathy, consideration, and avoiding favoritism are key. Furthermore, it means making people feel comfortable expressing themselves.
Empower others and give them autonomy
Put your trust in people to do a good job. Allow them to make their own decisions without micromanaging them. As a result, their abilities will be valued, and you'll demonstrate your trust in them.
Admit mistakes and apologize when necessary
We all make mistakes. Learning from mistakes means admitting them, apologizing sincerely and ensuring they don't happen again. As a result, you'll prove that you're accountable for your actions and want to improve.
Encourage feedback and continuous improvement
Build a culture that welcomes and encourages feedback. You'll be able to identify problems early on and stop them from escalating. Additionally, it shows that you're open to new ideas and committed to improvement.
Demonstrate appreciation
Each employee should be recognized for their hard work each week.
Be patient and persistent
It takes time and effort to build a culture of trust. If you don't see results right away, don't get discouraged. You will eventually see a change in how people interact with each other if you practice the principles above.
It is important to remember that trust is a two-way street. It is something that both managers and employees must earn and maintain. The following steps will help you create an organization-wide culture of trust.
Conclusion
As you can see, there is a complex and multifaceted science behind strong manager-employee relationships. But, in the end, it boils down to the human factor.
Ultimately, managers should understand the psychological and neurological factors influencing effective interactions to create a positive and supportive workplace that promotes employee engagement, satisfaction and performance. Managers must nurture a culture of empathy, trust and psychological safety to drive individual and organizational success.
