Research shows that when people have a good relationship with their leaders, they’re more motivated, they perform better, and they’re more likely to go the extra mile to support their team. Conversely, when people don’t get along with their leaders, they tend to retaliate against them and the organization.
Across our studies, we found that employees who rated their relationship with their leader as highly ambivalent performed worse in their jobs (as rated by their leader) than those who rated the relationship as low in ambivalence.
“Because leaders tend to think their relationships with employees are more positive than employees believe them to be, the first step is to try to understand how others view the relationship. Leaders can ask employees specifically how they feel about their relationship, whether they think there’s enough trust, and whether they feel supported and listened to.”
Read the article at Harvard Business Review.
