Why we need mutual respect between managers and their staff

A winning team (choir) I was once in. We all pulled together.

Such is life with football (soccer) managers that we can be quickly overtaken by events, or in other words, sackings. That is unfortunate in the context that the two most successful English clubs over the last fifteen years or so have had the same manager, albeit one is struggling at the time of writing.

Generally in management in any business, continuity is very important. But it is not the only thing that is essential. The other is the support and loyalty of your staff, and particularly those that earn the profits. It doesn’t matter how much your workers are paid, even when they are paid large and silly amounts. They have to want to work with you. They are not ciphers. They are human beings with emotions, and emotions have a lot to do with best performance.

So when the Chelsea football manager, Andre Villas Boas, says “it doesn’t matter if the players back my project” he is 100% wrong. What naivety, probably as a result of lack of experience. Having the support of his players is essential.

So many companies and businesses have foundered on strife and having a workforce who are not in tune with the management has been the cause of so much failure and chaos in industrial relations. Even if the manager has the support of the owner or managing director of a business he will fail if he cannot carry and motivate the staff and have them share a vision.

As we know, if there is mutual respect between a manager and her team, the sense of belonging to that team and an eagerness to please and be successful will bring about that success, and with that, profits.

It really is that simple. I have been junior staff and I have been a manager, so have seen it from both ends. The greatest business achievements are rooted in a sense of belonging to the team. A team is people who enjoy working together, not a list of people you pin on a board.

Don’t you love team work?

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