Building More Effective Working Relationships

Surveys find that 90% of top performers are skilled at managing relationships and when there are close working relationships levels of employee engagement increase.  

We can’t all be expected to get on with everyone all of the time, but it seems that in an ever complex and busy workplace, it is becoming more difficult to create and sustain effective working relationships. Only a few years ago team members often went to the pub after work to bond over a drink, but nowadays, with an increase in commuting time, workload and team sizes or virtual teams, a quick drink after work isn’t as simple to organize and sometimes culturally is not acceptable.

According to the CIPD ‘the single most common contributor to conflict is differences in personality or styles of working’ with around half of employees citing personality clashes as the key issue, followed by high workload, general stress, dishonesty and poor leadership also derailing working relationships. Some statistics suggest that 85% of employees have experienced conflict at work, with 30% saying it happens on a frequent basis and managers reporting they can spend up to 2 – 3 hours each week attempting to resolve disputes.

During this Development Day your managers will identify their key stakeholders and how best to communicate with them. They will develop their Emotional Intelligence to better understand their own and their stakeholders emotions and identify their personality styles and those of their team members; they will then analyse how they can adapt their style accordingly. Your managers will also think about the different needs, interests, values or motivators amongst their team members.  

They will practise how to keep personal comments out of feedback to avoid team members becoming defensive and denying responsibility. Managers will be reminded of how negative body language, such as rolling of eyes and even tutting, can result in a general breakdown in constructive communication.  

Nowadays the art of Active Listening is dying out as we are all side-tracked by multiple forms of technology, open–plan offices and extremely high workloads. Consequently, managers and employees often miss-hear, miss-understand or miss-interpret what they have heard or been told and relationships start to deteriorate. Your managers will practise their Active Listening skills and will be reminded of what team members look for in a positive working relationship:

  • Mutual trust and respect
  • Clear, open, honest and regular Communication
  • Taking Responsibility for Words and Actions
  • Collaboration
  • Accepting generational and cultural differences
  • Acknowledgement that everyone is working towards the same vision, mission, goal and cause