A Q&A With Rich Birke on Improving Manager and Employee Relationships ,JAMS Pathways

Q: Why is it crucial to foster a strong manager and employee relationship in the workplace?

Employees spend a significant portion of their lives at work, and it is important that they feel valued and have a sense of belonging within the organization. If either of these elements is missing, it can lead to poor morale, low employee satisfaction and, at times, disruptive behavior. The manager-employee relationship is a cornerstone of workplace culture because managers have such an impact on the daily experiences of their team members.

Because a manager directs duties, schedules and feedback, they set the tone for the relationship between the manager and employees. When employees feel appreciated and supported, they are more engaged and productive, which reduces the risk of “quiet quitting” or outright resigning. A strong manager-employee relationship can help create a positive work environment that may contribute to talent retention and improved performance.

Q: What are some effective strategies business leaders can use to strengthen managers’ relationships with their teams?

There are several ways leaders can improve manager and employee relationships, but these three approaches are key:

1. Model the behavior you want to see. A manager should demonstrate the values and behaviors they want to instill in their team. For example, if the workplace discourages political discussions during work hours, it’s important for the manager not to wear political attire or share opinions that contradict that rule. Consistency between “the talk” and “the walk” helps foster trust and integrity in the manager-employee relationship. Hypocrisy can damage trust in the workplace, which can negatively affect employee engagement and overall performance management.
2. Learn what employees value about their Jobs. Understanding what your team members value most about their roles is crucial for improving the relationship between a manager and employees. If an employee appreciates flexible hours due to personal commitments, such as child care or other family responsibilities, and if it's feasible, accommodating their schedule can significantly strengthen the relationship. This approach also enhances employee satisfaction and demonstrates that the organization, in the person of the manager, is attuned to individual needs.
3. Facilitate non-work interactions thoughtfully. Creating opportunities for managers and employees to interact outside of work-related tasks can help build a stronger bond. For example, organizing casual celebrations, such as for birthdays and team achievements, encourages informal communication and strengthens relations at work. However, it’s important that these activities don’t feel like an obligation. If the team is overwhelmed with work, a party could become more of a burden than a benefit. Balancing social events with work priorities is key to maintaining positive manager-employee relations.

Q: Many new managers come from technical or highly focused roles. How can they transition effectively into leadership positions?

It’s common for high performers in highly focused roles, such as professors, surgeons and engineers, to be promoted to management positions. However, excelling in a technical field does not always translate to success in managerial leadership. Managing people requires a different set of skills, including workplace communication, conflict prevention and understanding how to give feedback.

New managers should seek training in conflict resolution strategies and organizational behavior to manage teams more effectively. Without this preparation, even the most technically skilled professionals can struggle to lead, as the dynamics of employee relationships and team management require knowledge in human behavior and conflict prevention.

Furthermore, managers don’t need to navigate this path alone. By leveraging a resource such as JAMS Pathways, for instance, managers can access services for professional development and improve their conflict resolution strategies, which may enhance both their leadership and their relationships with employees.

Q: How does JAMS Pathways support organizations in improving manager relationships and resolving conflict?

JAMS Pathways offers tailored training programs that address the specific challenges managers face in maintaining positive relations at work. Our workshops cover a range of topics, from workplace communication to conflict resolution strategies.

These sessions are designed to give managers the skills they need to improve trust in the workplace and handle disputes effectively. By focusing on team-building activities, performance management and feedback mechanisms, we provide managers with tools they can use immediately in their daily interactions with employees.

Our approach is centered on conflict resolution strategies that aim to prevent small issues from escalating into larger, more disruptive conflicts. This proactive approach can support lasting improvement in manager-employee relationships.

Q: What should an organization do if it continues to struggle with how to handle employee relations issues?

If an organization is facing persistent employee relations issues, it’s critical to address them before they escalate. One effective solution is to conduct an external assessment of the manager and employee relationships within the company. A third party can offer an unbiased perspective, which is crucial when internal dynamics have become too complex or emotionally charged. Often, employees may feel more comfortable sharing their concerns with someone outside the organization, knowing their feedback will be handled objectively and without any influence from existing workplace hierarchies.

Additionally, third parties can mediate conflicts that internal stakeholders may struggle to resolve. Whether it's interpersonal disputes, teamwide issues or broader systemic concerns, a neutral mediator can facilitate open, productive dialogue, helping employees and management to arrive at practical, fair solutions.

For organizations looking for more in-depth insights, JAMS Pathways has published a blog that explores how to handle conflict with a manager, offering guidance for both managers and employees in navigating these delicate situations. We also offer conflict assessments and interventions that help identify the root causes of ongoing issues.

Q: What are the long-term benefits of investing in conflict prevention and training for managers?

The long-term benefits of investing in conflict prevention and resolution training are significant. When managers are well equipped to handle disputes and foster positive manager relationships, the workplace becomes a more harmonious and productive environment. This can have a direct impact on business outcomes, as well as on the personal well-being of the team. Employees are more likely to stay with a company where they feel heard, respected and supported. Moreover, effective feedback mechanisms and open workplace communication reduce misunderstandings, leading to a more efficient, innovative team.

Investing in these programs also strengthens trust in the workplace, which is a key component of any successful organization. You can learn more about our conflict resolution, programs or leadership development trainings here or book a free discovery call to explore how we can help your team thrive.