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Introduction
In many businesses, companies strategically position their employees to maximize their benefit. Often, higher placement grants individuals more authority within the organization. However, when considering the importance of title versus the respect from lower-level employees, which holds greater significance?
The Role of Managers and Supervisors
Individuals in higher positions on the organizational chart, commonly known as managers or supervisors, play a critical role in overseeing and guiding the work of other employees. They act as a buffer between the “common” employees and the upper echelons of the company, working directly with them to ensure the business’s goals are achieved. As such, they have a direct influence on employees’ attitudes toward their work.
The Significance of the Relationship
The relationship between managers and employees is vital to business success. As outlined in “What’s the Value of People in Business?” common employees are key to achieving goals. When this relationship breaks down, it negatively impacts the business and its objectives. One of the main reasons for such breakdowns, as suggested by Lipman (2014), is a lack of respect between managers and employees. In fact, only 30% of 350,000 polled employees were engaged with their work, indicating that respect is essential for effective management.
The Impact of Ego
A lack of respect between managers and employees can stem from various reasons, with ego being a prominent factor. Managers labeled as “power-hungry” or “power-tripping” often adopt a dictatorial approach rather than fostering a team dynamic (Bradley, 2017). Rice (2017) further suggests that these types of managers make it clear that employees work for them, emphasizing their authority. When managers or supervisors are perceived as dictators and lose the respect of their employees, it can result in overworked staff (Bradberry, 2017) and low morale, with many employees expressing dissatisfaction with the individual in the managerial role (Bradley, 2017).
Addressing Common Complaints
Complaints about managers are not uncommon, and employees who have been in a business setting have likely heard grievances about specific individuals. However, when a majority of employees voice complaints about the same manager, it indicates a deeper issue in the manager-employee relationship—namely, a lack of respect. The fact that an individual holds a managerial or supervisory title becomes irrelevant if there is no accompanying respect. In fact, several articles on the topic highlight that employees don’t leave businesses; they leave bosses. This realization may be surprising to some, as a title bestowed upon an individual in a company does not automatically command respect but merely signifies their position and role within the organization.
Not All Intentionally Bad
While it’s easy to identify bad managers, it’s crucial to recognize that not all managers are adequately prepared for their new roles when they ascend the organizational chart. As Green (2013) points out, effective management is challenging. A good manager must set appropriate goals, provide constructive feedback, maintain involvement without micromanaging, establish high standards without becoming tyrannical, and adapt their management style to each individual employee. This can be an overwhelming task for someone who lacks prior managerial or supervisory experience and hasn’t received appropriate training for the role.
Hope for Improvement
With this understanding, two crucial facts can greatly assist employees who find themselves responsible for others in a higher position. Firstly, most people naturally strive to present their best work when they feel respected by someone. Think back to a time when you produced exceptional work simply because it was being presented to a specific person you respected. Secondly, people resent not being respected. Similar to employee satisfaction discussed in “What’s the Value of Employees in Business?” if an employee doesn’t feel respected by their manager, their performance is likely to be affected.
Conclusion
By now, it should be evident that respect is essential in the manager-employee relationship. A title merely signifies an employee’s place and role within the company and does not automatically guarantee respect. Respect must be earned. A title without respect poses a significant pitfall for a business and can profoundly hinder goal attainment. Conversely, a title coupled with respect can propel a business to unprecedented heights. Possessing a title and garnering respect are not synonymous, and while they can exist independently, only the title can suffer negative consequences without its necessary counterpart.
References
Bradberry, T. (1 Apr 2017). Bad Manager Mistakes That Make Good People Quit. Retrieved from HuffPost – Breaking News, U.S. and World News. [Link]
Bradley, J. (2017). 5 Signs of Poor Management. Retrieved from Small Business. [Link]
Green, A. (12 Nov 2013). 7 causes of bad management. Retrieved from Business Insider. [Link]
Lipman, V. (12 Jan 2014). Why respect is crucial to management success. Retrieved from Forbes. [Link]
Rice, C. (30 Mar 2017). 9 Signs you’re a bad manager – even if it doesn’t feel like it. Retrieved from Business Insider. [Link]