Knowing that the number one reason people leave their job is because of their boss, on Thursday we presented that the successful manager/managed relationship is bi-directional. (http://www.kubicalaforestconsulting.com/blog/2011/11/management-and-supervision-relationship-counts-most-2/). We provided seven essential tactics to help the boss do their best in building a strong relationship with their employees.

Today, we offer the second half of the formula – for the managed. There are also seven critical actions for the employee in establishing a strong relationship with your boss:

1. Understand your bosses preferred working style and conform to it or negotiate something that can work for both of you. This may mean you need to reach out and solicit this conversation if it is not offered to you by the boss, as this is a fundamental building block of the positive boss:employee relationship;
2. Communicate as agreed to with regard to frequency, media and level of detail (this means be accountable to communicate and in your communications);
3. Be consistent;
4. Be supportive both in meetings and in conversations with colleagues and underlings/subordinates/juniors;
5. Work hard to de-personalize feedback. Be open, objective and unemotional – ask for clarification and ideas on how your performance can be improved;
6. Provide honest feedback to your boss when asked and if not asked for – do your best to create a conversation to share your key ideas and concerns. For example, saying something like, “ boss (insert name)- I’ve got a few important (or sensitive) items I’d really like to discuss with you, can we arrange a time to talk?”;
7. Demonstrate leadership.

It’s not enough to expect the relationship between you and your boss will evolve naturally. Sure evolution works, but as we see in nature it takes millions of years – time we just don’t have. So a nudge, an intervention, proactive behavior is required. All relationships require work; all good relationships are bi-directional. Our point today is to urge you to do your part.

For additional information on talent management and our unique model for business growth, see our blogs, free articles, white papers and videos at: www.kubicalaforestconsulting.com

Copyright 2011 Kubica LaForest Consulting

This entry was posted on Monday, November 14th, 2011 at 6:01 am and is filed under Culture Building: Creating a Talent Gravity Organization, Leadership, Management & Management Transitions, Talent Management: Selection & Development. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.