The effectiveness of a manager hinges on their ability to connect with employees. A new perspective emphasizes that time, when properly allocated, can significantly enhance workplace relationships and productivity. This insight stems from the research and teachings of experts like John Stevens, an instructor at St. Bonaventure University, and Dr. Brittany Thierman, an assistant professor at Alfred University.
Understanding employee engagement is vital for any manager. Do employees feel valued and connected to the organization’s mission? Are they motivated to excel in their roles? Research indicates that individuals perform at their best when they sense a connection to their workplace’s purpose and their supervisors. The question then arises: why do many managers struggle to invest time in building these essential relationships?
The answer often lies in the perception of time as a limited resource. Meaningful engagement requires managers to dedicate time to their employees, which can detract from other responsibilities. Yet, creating a vibrant work environment is not merely about implementing specific actions; it involves a degree of intentionality and the willingness to invest in personal connections.
For instance, imagine a casual conversation occurring just before the weekend. A CEO takes a moment to engage with an employee, asking about their plans. This simple act of showing genuine interest can foster a lasting connection. Such interactions, although brief, can have a profound impact on an employee’s experience and perception of their workplace.
Creating “wow” moments—unexpected interactions that delight employees—requires time and a commitment to personal engagement. These moments reinforce the idea that individuals are valued beyond their job titles. As Michael Altshuler aptly noted, “The bad news is time flies. The good news is you’re the pilot.” Managers have the power to steer conversations toward fostering a culture of appreciation.
When employees feel detached or undervalued, their work can become robotic, leading to diminished trust and commitment. For organizations to thrive, leaders must prioritize relationships and engagement. This can be achieved by incorporating three key principles into their management strategies.
First, managers must recognize that work is accomplished through people, not simply processes or systems. Second, demonstrating care and investing time in employees can be profoundly motivating and inspiring. Lastly, introducing elements of surprise and delight can create unforgettable experiences for employees.
In conclusion, while time is often perceived as a constraint, it can also be a powerful tool for building meaningful connections in the workplace. By prioritizing employee engagement and relationships, managers can foster a culture where individuals feel valued and motivated to contribute positively to the organization.
