Boss-um Buddies?

‘Can we be friends?’ Managers and team members often contemplate this thought, especially when there isn’t much of a generation gap between the two.

So is it possible, well, not exactly friends, but we can be more like a camaraderie in the army, where we put each other’s priorities and values above our own.

The common goal that we work towards, acceptance & mutual respect are some of the underlying factors contributing to positive work culture.

The relationship a manager has with an employee is definitely not a friendship, which may be described as a two-way street. As such, being a manager often feels like a lonely, one-way, pay-it-forward street.

Contrary to popular myth, A leader’s job is not to present ‘the employee's hard work as their contribution, rather it is to add value and support you to achieve that work the skills & material, to represent your contribution & requirements to the top management, to accept the failures of the team as your failure (not only the success), to guide the team in their career development (not salary increments; this is not a unilateral decision)

A team member’s job coincidentally is not to give a hard time (we are in this race together) to his/her boss or test the leader’s competence or knowledge (that has already been evaluated by the higher-ups), you have been chosen by him/her for your specific expertise /skills, sure your boss may not be able to perform the same task, but that’s why he got you the job.

The relationship between a "boss" and an "employee" today is rather new. For most of human history, forced labor was used to accomplish our great cooperative efforts.

During Industrial Revolution, we switched out brutality for bureaucracy, which was a huge improvement but hardly motivating. Companies like Google have demonstrated in the modern economy that there are alternatives to command and control that are more effective and humane.

What can the ‘MANAGER’ do for their ‘TEAM’?

An important part of your job as a manager is to provide your employee with frequent guidance — as well as with the necessary challenges and opportunities to support their ongoing growth.

1.   Get to know them well enough to understand what motivates them, encourage them to take a step in the direction of their dreams, and to help them do the best work of their lives.

2.   Find time for real conversations.

3.   A commitment to your team member’s ongoing success and a desire to help them grow in the way they want to grow in their careers.

4.   If you don’t genuinely care about the people who work for you, you’re going to struggle with this.

5.   If you’ve ever had a great boss, you know it’s also one of the most deeply personal and meaningful relationships life can offer.

The manager-employee relationship is not a friendship. But it is a deeply human relationship, and when it works, it unlocks human potential.

How can the ‘TEAM’ support their ‘MANAGER’?

1.  Sweat the small stuff. Do what you say you will, without the reminder
2. Communicate frequently in bulleted summaries. Leaders often suffer from information overload. ...
3. Uncover issues & address them. ...
4. Thank them for their help. ...
5. Document your accomplishments.

Next, do you want growth? then do the following...

1. Accept the Mission: Your role is to help your employer succeed. That's the task for which you were hired. Managers don't want team members who are a burden.

2. Establish a Positive Relationship: Simple questions that help you get to know one another can go a long way toward helping you grasp your manager's goals, perspective, and behavior—and respond accordingly.

3. Recognize Their Goals: Every employee should be aware of the aims, aims, and outcomes of their direct manager. Now is the moment to schedule a one-on-one meeting to clear up any confusion if you have any of those points. Why? Because that directly affects everything you do. You'll be able to see how your effort contributes to the success of the team by comprehending his or her objectives.

4. Foresee His or Her Demands: Once you are aware of your boss' objectives, you will be better able to foresee their needs. Align Your Needs With Their Goals

You'll make a valuable contribution if you ask for what your manager needs before he thinks to ask for it.

5. Don't let them be taken by surprise: The impending awful news is obvious. There is only one thing you should do: inform your management before the call arrives. Nothing irritates a manager more than being caught off guard and having no prior knowledge of the scenario. Get your employer the specifics of the circumstance and the corrective action already in place when you know that call is coming so that he or she is ready and assured.

6. Perform Well: If you do well, your manager will have something to talk about in staff meetings. It is a source of professional pride for him or her. 

7. Explain to Your Boss How to Best Use Your Talents: In order for your boss to achieve that, you must explain to him or her your strengths and how you may use them to benefit the company and further your boss' success.

8. Value Your Manager's Time: Schedule your meetings at the times that are most conducive to working together with your boss, when he or she will be most attentive to your needs. Set deadlines in advance. Keep the promises you make. Prior to their asking, keep your manager informed of your progress so that you appear to be a hero and a master of managing-up with these techniques.