The ability to face and overcome organizational conflicts and communication problems in the collaborating boss relationship is still a concern for those responsible for ensuring the best conditions for productivity and high performance in the management of work teams.
A few days ago they asked me about these aspects for the preparation of an article and I think it is worth sharing with them the answers that I offered, at the time, to each of the concerns raised.
In the first place they ask me about the difference between the relationship that a collaborator has with his boss and with his colleagues, to which I answer that, above all, it is necessary to be clear that the relationship between people is mediated by factors such as trust and Credibility, in addition to this in the case of the relationship with the bosses, we must add the so-called principle of authority that in many cases, due to a misinterpretation when applied, becomes a source of conflicts that impact the way how the work team relates to each other and to the bosses.
I believe that, indeed, the relationship should be different since its purpose in the organization is oriented to the fulfillment of business objectives and goals that can determine the style of communication. It is very likely that at the personal level more or less affinities occur, which can undoubtedly impact the way in which the organizational climate is managed and that can even define the way in which attention is drawn to or feedback on management is given. performed by people in the organization.
On the other hand, the relationship between colleagues is and should be different from the one with the boss, precisely for the corporate reason that governs it. Now, this does not mean that this relationship cannot transcend the work environment and that there are other managements, oriented towards friendship or its opposite, the important thing is that the relationship in the organization must be based on the execution and development of the proposed task.
Another of the questions raised refers to the fact that, whether or not the employee's continuity in the company may be given by the relationship that one has with the boss, to which I answer that, of course, yes, in several senses, for a part if it is the boss who cannot establish common points of agreement and communication in the relationship and this relationship becomes a certain torment that it will be the boss or the company who makes the decision to dispense with the services of this person regardless of whether their contribution is important or not…, now if the case is opposite and the employee who fails to define parameters of respect or loses trust and credibility, it is possible that he himself makes the decision to leave the company.
At this point it is important to mention that finally all human beings are beings in relationship and in it we realize ourselves or at least find the reasons to maintain, grow or change the different situations of life, therefore the appearance of conflict in the relationship it must be interpreted as a necessary and required moment for the fulfillment of our goals.
We undoubtedly know organizations where there are people, even from the same area, who have not spoken for months and years, including the boss, since ultimately what is privileged is the result that delivers beyond any difference in the relationship.
Then, in another section, I am questioned about a very recurrent theme in the relationship between the collaborating boss and that is when the treatment given to the boss even includes gifts; Faced with this issue, my answer is that friendly treatment is not only a privilege for the boss, it is rather a condition for creating and maintaining an appropriate work environment so that the work team can develop its activities. What we know as flattery or flattery is a fairly common behavior in most collaborators and arises for many reasons that range from the need to be taken into account, to seek recognition or simply to create a bond, most of the time fictional closeness and friendship.
The compliments should correspond rather to deserved and fair recognition for the results obtained or be within the tolerable limits of a positive and contributing relationship.
The subject of gifts is a bit more complex because it depends a lot on the type of organization, its size and the culture that the company has promoted among its workers, in such a way that what in a company is normal behavior in another may be interpreted differently.
An important point, on which I am being asked, has to do with the attitudes that can cause a bad relationship with the boss, in front of this point I consider it important to clarify that, beyond the attitudes, it is necessary to identify the level of affinity that It exists between people, since this component constitutes the foundation of any relationship. As the Royal Academy of the Spanish Language says, affinity is the "Attraction or adaptation of characters, opinions, tastes, etc., that exists between two or more people."
This clarity is important because when there is not enough affinity, any attitude will be misinterpreted by the other party and will always be a source of conflict, in such a way that I do not dare to make a list that falls into common places because the relationship moves more for this theme that by the same attitude that can be interpreted differently depending on the person.
The next question refers to the attitudes that can lead to a bad relationship with colleagues, since this matter had already been referenced, I only add that there are some special attitudes that can be mentioned, such as wanting to impose their criteria on that of others, not recognizing the contribution to a particular job, responding aggressively, gossiping, an attitude of superiority, lack of collaboration at work, among others.
Another question refers to what a boss expects from his collaborator, and my answer is that the boss is the leader assigned so that the team gives the results expected by the organization, therefore he becomes the dynamizer of the group, the person in charge to create a sense of belonging that generates bonds of unity and commitment that encourage each of the collaborators to offer their best effort and capacity in the development of the task. The boss expects each of the team members to be able to recognize in the others support that contributes their knowledge, abilities and skills to the benefit of the work team.
Now, on how to handle relationships with colleagues that are not very pleasant, I consider that it is valid to clarify the need to understand that we are not all the same, that we do not react the same and that the attitudes and behaviors of other people affect us differently. and in this sense, our colleagues become an inexhaustible source of reflection.
Each person, for their part, will have to design and implement some strategies that allow them to manage the relationship with their colleagues that are not entirely pleasant and that, due to their condition or conviction, express attitudes of superiority, for example those that lead them to become conflict agents for the working group.
On how to be a good collaborator without generating envy, it is necessary to understand that there will always be reasons on the part of some of the team members to want to be like another and therefore unleash from this fact what we call gossip or malicious comments that they carry to spoil the organizational climate. Envy, in my view, will always be present in the company and is even necessary to expose those who are not providing all the potential they have and on the contrary take refuge in the trench of slander and lies to harm others.
Finally, I am questioned about the communication that should exist between the employee and his boss, to which I answer that, in my view, communication between the boss and the employee should be wide and sufficient in such a way that the expectations of the employee can be expressed. each of the parties regarding management since that is what unites and strengthens the bond. Communication is required depending on the task and that does not mean that in the development of it, issues that correspond to more personal or social spaces cannot be addressed, it is not possible to separate each area in a restrictive way since we are integral.
Finally, I want to mention the importance of the fact that communication must then be required and strengthened for the development and fulfillment of the objectives and purposes of management in the organization.
