Why All Managers Should Get to Know Their Employees ASIDE From the Work They Produce

In some organizations, managers are more figureheads than leaders, and they tend to view their employees as nothing more than a number. They don’t think about the employees themselves; they just think about their work and what they can produce. It’s not about the people doing the work, it’s about the work itself.

Clearly, this isn’t good for the organization.

Here’s why all managers should get to know their employees aside from the work they produce:

It promotes a positive work culture.

When employees feel that their manager really knows them and their personality, it helps everyone to feel at ease and comfortable. It makes employees feel that their employment doesn’t hinge on what they can do, or how much they can get done during a shift – it makes them feel that they’re truly valued as a member of the team. On the whole, this promotes a positive work environment rather than a toxic one.

It opens the door for growth opportunities.

When managers get to know their employees a little better, they’ll get to know what they want out of their careers, and what they see for themselves in the future. That lets the manager better facilitate growth and advancement, improving the entire organization as a result. When the manager and their employees can work together to find mutually beneficial opportunities for improvement and growth, everyone’s happy.

It improves retention.

When employees don’t feel seen or heard by their managers, they don’t have much of a reason to stick around. Retention rates increase greatly when managers are engaged with their employees, when conversations are had frequently, and when the supervisor-employee relationship is one level deeper than a numbers game. If employees feel like they’re just one more cog in the machine, however, they’ll quickly jump ship to find something that suits them better.

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