No one enjoys working in hostile work environments and having a negative relationship with their managers and coworkers.
After all, toxic workplaces increase the risk of depression by 300 percent. People need positive connections, respectful treatment, and trust to stay productive and perform well.
But employers often worry that too much flexibility and a friendly approach could affect commitment and cause employees to put in less effort.
That fear increased during the pandemic, and remote work became more widespread. For instance, according to Harvard Business Review, 41 percent of managers are skeptical about whether teleworkers can remain motivated in the long term, and many have developed trust issues.
As a result, many companies introduced time and attendance software.
Even though these technologies give employers insights into their employees’ performance and loyalty, how they approach it often hinders the employee-manager relationship.
Why it’s crucial to cultivate positive Employee-Manager relationships
Employees might ask for less than their employees assume concerning job satisfaction. But relationships with management are among the top three factors of their happiness. Moreover, how workers connect with their managers is more important than their coworkers. They are more satisfied if that relationship is healthy and transparent. Indeed, that might put additional pressure on managers, who already must navigate a rapidly changing work environment.
Many of these professionals gained extra responsibilities and have a more challenging time understanding whether their remote workers work as much as they did in the office.
They also must learn to use new technologies and stimulate employee productivity.
Because of that, many turn to time tracker systems and reporting.
But employees often perceive these actions as micromanagement and lack of trust.
That could cause a more profound dissonance in this fragile employee-manager relationship.
Besides, the employee-manager connection is crucial for engagement, retention, and empowerment.
Workers learn from their managers and need positive examples.
Thus, they are more open to their supervisors’ suggestions and expectations if the communication is open and mutual respect thrives.
Otherwise, conflicts could arise, and managers might feel to encourage high performance and commitment, especially among remote workers.
How Employee-Manager Relationship Affects Attendance and Task Reporting
Work time tracking and task reporting have become regular business practices in the past few years, but the adoption of these technologies accelerated during the pandemic.
These systems help track and log working hours and showcase project results.
They also enhance time and attendance accuracy, pinpoint trends, and streamline payroll.
That encouraged numerous companies to invest in employee time-tracking apps and task reporting platforms.
However, if the employee-manager relationship is strained or non-existent, the former could perceive it as an attack on their privacy and a breach of trust.
In that case, introducing time and attendance and task reporting apps could be met with dissatisfaction and skepticism.
But employees should understand the benefits of these technologies and that managers won’t use any data against them.
They should know the details and why a company plans to introduce work time tracking.
Otherwise, people might feel their employers will spy on them, forcing them to avoid using the app or feel uncomfortable.
A transparent and friendly employee-manager relationship could help embrace this novelty with an open mind and use its advantages.
Workplace connections are challenging, especially between managers and employees. But when positive, these relationships can boost productivity, retention, and performance. Moreover, they encourage employees to accept new technologies and tools, such as time and attendance and task reporting apps.
When workers understand how something benefits them and overall business satisfaction, they’re more open to giving it a chance.