About Supervisor-Subordinate Relations | Your Business
impact of the supervisor-subordinate relationship on two types of professionals' One outcome of such reforms is the importance of the first line manager in. Building relationships with subordinates may seem hazardous, but developing the right As a former senior sales director with Mary Kay and the co-owner of a . If an employee doesn't trust their manager, the company suffers. Sure, ruling through fear works, but the employee will do the bare minimum.
If you are a manager and reading this right now, try to build your image in such a way that the employee looks up to you in future. The outcome was nothing but frustration for the subordinates.
It was because the manager had put himself in such a position that, his team members were unable to approach him.
10 Steps: Building a dynamic manager-employee relationship that works | Innovation Box
One way of delegation never brings good outcome in the long run. The managers should remove such invisible wall and must create an image that employees can liberty to walk up to their respective managers in case of a doubt and clear things. Managers should communicate openly Many times confusions among the team members arise when communication is done on a one to one basis between the manager and subordinates.
Even more importantly, the manager should give feedbacks to the subordinates. It can be positive feedback; even it can be a negative feedback.
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But, without communicating the mistakes of the subordinates, the manager should not expect improvement in the work of the subordinate.
Both of you need to be able to express concerns without fear of the other person's reactions, and you need to be open to constructive criticism. Perhaps the most important element of building a working rapport is embracing goals and visions for the future.
Encourage your employee to express her desires for obtaining new skills and work with her on strategies to achieve these objectives.
About Supervisor-Subordinate Relations
Learn to read body language so you can pick up on unspoken problems. Be equally aware of what your own gestures and postures project, as you want them to be positive and empathetic.
Clarification of Roles The relationship between supervisor and subordinate is defined by their positions in the company. You need to be the leader of your employee, as you have the professional authority and responsibility to embody that role. The subordinate, likewise, needs to understand his role as an employee and be committed to following your directives even if they conflict with his own ideas.
This does not mean he should not feel free to come to you with his own concepts, which you should consider, but it does mean the final decision is yours to make as his supervisor. Job instructions and rationale: The first purpose is to provide subordinates with what the organization would like to achieve or reach, while this second purpose is to help give subordinates a successful way to accomplish the tasks.
Coordinating both the individual goals and department goals, helps individuals understand their company's aspirations. This type of communication includes the most basic conception of downward communication. Superiors communicate the company's prewritten policies, procedures, restrictions, and compensation packages.
The overall purpose is to create a sense of expectations and requirements in the subordinate's mind. The last purpose of downward communication is to communicate a sense of belonging to subordinates to promote them to become a part of the organization's culture. This may include motivating subordinates to attend special events that are sponsored by the organization. Better coordination Improved individual performance through the development of intelligent participation Improved morale Improved consumer relations Improved industrial relations.
Upward Communication[ edit ] Upward communication is the process of transmitting information from the bottom levels of an organization to the top levels.
It includes judgments, estimations, propositions, complaints, grievance, appeals, reports, etc. It is very important because it serves as the response on the success of downward communication. Management comes to know how well its policies, plans, strategies and objectives are adopted by those working at lower levels of the organization. When a manager is open to upward communication, they help foster cooperation, gain support, and reduce frustration.