Bonding with Boss

Bonding is the key to a long and healthy work life.

As compared to time with relatives, children, colleagues, or bosses, time spent with friends is more enjoyable. At times, ones boss can make an employee feel miserable. But believe it or not, there are many managers who have just the opposite effect. These superheroes connect with their employees, care for them and make them feel wanted just like friends.

If an employee is fortunate enough to have had a manager who treated him like a friend and cared about his personal life, one can probably understand the difference this type of relationship makes to the work performance.

All employees deserve a manager who they can call a friend or at least manager who care about their general wellbeing. It’s good to be friends with subordinates. This helps the employee work comfortably in a tension free atmosphere, which is very important for good results at workplace.

The bottom line is that we spend roughly 50 percent more time with our customers, co-workers, and bosses than we do with our friends, children and other relatives. If you want to be happier and more engaged at work consider developing a few strong friendships at office, may be even with ones boss.

The key to good teamwork is open communication. Open communication lines help make the work easier and faster. The fear of approaching ones supervisor for help or advice instantly evaporates. Moreover, when the working atmosphere is light and relaxed an employee can work efficiently and more productively. Most importantly, people need to be treated well and feel that they are valued by their organization.

In most workplaces, friendships between employees and the boss are encouraged, since healthy relationships have been shown to create a pleasant work environment. Chatting about personal lives is also very common. Also, a lot of employees consider it acceptable in their workplace to ask their boss to sponsor parties. Eating out and attending parties together are routine as well.

The ideal boss:

Employees need to respect their boss. They would like their supervisor to know more than just what goes on in the office. They dream of having a supervisor who not only has power, but also a heart for his or her subordinates.

And, not only should the boss be respected, but it should be vice-a-versa. After all it’s relationship with the boss that can determine how long ones work life with an organization will be.

Real big bosses in India have received relatively better marks and praises than their counterparts in other Asian countries. And this is coming from the mouths of Indian employees who believe that their bosses are doing a good job.

A survey by global staffing leader Kelly Services, where employees were asked to rate their bosses, said the average score given by employees to bosses was solid 7.0 out of 10. Notably, globally the employees gave average score of 6.7 to their bosses.

The Kelly Global Workforce Index sought the views of approximately 70,000 people in 28 countries, including almost 2,000 in India, and found that over billion plus nation ranks seventh in the world and best in Asia when it comes to rating the bosses.

Indian bosses get best rating from employees in Asia but lowest marks for their communication skills, leadership and team spirit qualities, reveals the survey by Kelly Global Workforce Index.

Bosses were rated on four attributes – communication, leadership, team spirit and delegation skills. Virtually across the board, workers felt that bosses were best at delegating, but were relatively weak on leadership, team spirit and communication.

It revealed marked variations in the way different age groups view their bosses, with younger workers more favorable in their view of managers. As people mature in their careers, they tend to take a less positive view of their bosses.

It was found that Indian top management is good at communication skills and delegation but rated them lowest when it comes to leadership skills and team spirit. The former are mainly individual traits but the latter two are corporate traits.

Managers need to examine how they can lift performance and increase the level of team spirits within their organization. They may need to take time to ensure that they better connect with staff and provide them direction, feedbacks and guidance to work towards organization goals. Bosses may be able to improve if they adopted best practice including utilizing teams, providing a degree of autonomy, and ensuring there is room for people to grow in the job by acquiring new skills. This insight from employees themselves provides a frank assessment of the quality of management across national borders and the manner in which management performance can contribute to prosperity. Real big bosses in India have received relatively better marks and praises than their counterparts in other Asian countries. And this is coming from the mouths of Indian employees who believe that their bosses are doing a good job.

  • Pranamika

    This is really wonderful and I have forwarded to my colleages too

  • Hi,

    I really liked your post, and also believe in the same…
    Having said that, what I generally experience is what I’m sharing below–

    Bonding leads to Cohesiveness, and cohesiveness happens on a very personal level. Believe me, bonding crosses the professional limitations, or it’s not bonding at all. But then, “Survival of the fittest” operates strongly in the corporate jungle. Well, when it comes to survival, any bond comes after ‘ME’. Leaving apart the exceptions, who go the extra mile, bonding, in my experience has failed to work in the cut-throat corporate wars.

    And yes, bonding may somewhere diverse focus from work deliveries, when you can’t talk hard for results, deliveries on time etc., So, bonding, in it’s sanctity, is actually not done!

    But, yes, as a fashionable and another wasteful word that can be used by management to adorn their hollow practices…

    I hope you would be able to see some reality in these words above… Please don’t misunderstand for a pessimistic POV.