11 Jun Building Effective Relationships with Your Manager: A Guide for New Employees
Congratulations on landing the job you want! Now that you have secured the position, your next focus should be to succeed in your role. As a new employee, it’s important to remember that success in the workplace isn’t based solely on how well you do your job. Your relationship with the people around you, especially your manager, also greatly affects your career growth and progress.
To help you drive your career, this article will delve into strategies you can use to build effective relationships with your manager and other leaders within the organization.
The Value of Workplace Relationships
Aside from learning your responsibilities, a new hire needs to put effort into building strong relationships at work. One example is an employee’s relationship with their manager.
Think of your manager as your guide, advocate, and evaluator within the organization. They help set priorities and provide you with resources you’ll need to do your job well. This includes feedback and suggestions on how to improve your performance.
For new employees, a good relationship with your manager creates a foundation of trust that makes the adjustment period smoother and less stressful. The effort you put into this relationship can pay off through better job satisfaction and stronger career growth.
Read more: 10 Years of Dreaming Big: Our New Guide to Finding Your Dream Job
6 Effective Communication Strategies to Use
Creating positive relationships within the office can be an overwhelming task. To help you get started, the following are effective strategies and methods you can implement in your workday.
1. Get to know your manager.
The first step to building a strong working relationship lies in understanding your manager as a person and a professional. Every manager has unique preferences, work styles, and expectations that shape how they lead their team. Take time to observe how your manager communicates and makes decisions on a normal workday.
Get to know them further by asking thoughtful questions about their career path and professional philosophy when given the chance. Pay attention to whether they prefer detailed updates or high-level summaries. Notice if they are hands-on or give more independence. Learn about their priorities and what success looks like from their perspective.
Another thing to do is to consider their communication preferences. Some managers want daily check-ins while others prefer weekly updates. Recognize that this understanding won’t happen overnight, but develops through consistent observation and interaction over time. This investment pays off by helping you align your work style with their expectations and reducing potential misunderstandings.
2. Set clear expectations.
For a successful partnership, both you and your manager need to understand what’s expected regarding work. This should include performance quality, deadlines, and communication frequency. Schedule a dedicated meeting early in your employment to discuss these expectations.
Ask specific questions about priorities and performance metrics. The goal is to understand how success will be measured in your role. Clarify reporting structures and approval processes that can affect your work. It’s best to also document these discussions to reference them later and avoid misunderstandings.
Review these expectations periodically. Address any areas where expectations seem unclear or conflicting before they become problems. Remember that expectations may evolve as you grow in your role, so maintain open communication about changing needs or priorities. This clarity can help build trust with your manager and ensure you focus your energy on what truly matters.
Read more: Mastering the Art of the Informational Interview: A Guide for Soon-to-Be Graduates
3. Accept and apply feedback.
Accepting and applying feedback effectively is crucial for professional growth. It’s a powerful way to show your manager you’re committed to improvement. Feedback, whether positive or constructive, provides valuable insights into your performance. So, be careful to receive feedback with an open mind. Resist the urge to become defensive or make excuses. Listen carefully to understand the specific behaviors or outcomes being addressed.
Once you’ve been given feedback, thank your manager for their input. Don’t be shy to ask for concrete examples if the feedback seems vague or unclear. Take notes during feedback conversations to ensure you remember important points. Afterwards, create an action plan that outlines how you’ll implement the suggestions. Share this plan with your manager to demonstrate your commitment to improvement.
Set specific goals based on the feedback and track your progress. Check in periodically with your manager about your development in the areas discussed. View feedback as a gift that helps you grow rather than criticism of your worth. Doing so can distinguish you as a high-performing employee while improving your professional relationship with your manager.
Read more: 5 Essential Soft Skills You Need to Succeed in the Workplace
4. Own up to your mistakes.
Career success is only possible if you demonstrate integrity and maturity. How? By owning up to your errors. Everyone has blunders, especially at the beginning of their career. Making mistakes doesn’t define you as a professional, but how you handle them reveals your character and professionalism.
Acknowledge mistakes promptly rather than hoping no one will notice. Don’t try to cover them up. Take responsibility without blaming others or making excuses about why things went wrong. Inform your manager directly about significant errors, preferably in person or via a call rather than hiding behind email. Explain what happened clearly and concisely without downplaying the situation.
Go a step beyond owning up to your mistakes: Present a plan for how you’ll fix the problem and prevent similar issues in the future. Learn from each mistake by reflecting on what went wrong and how you can improve your processes. Make sure you follow through on any commitments you make to address the situation.
5. Be solution-oriented.
Being solution-oriented sets you apart as a valuable team member and makes your manager’s job easier. Anyone can identify problems, but employees who bring potential solutions demonstrate initiative and critical thinking. Approach challenges with a positive mindset focused on possibilities rather than limitations.
To accomplish this, analyze problems thoroughly before discussing them with your manager. Aim to find the root cause of the issue and come prepared with at least one or two potential solutions. Present these ideas with confidence, but remain open to feedback and alternatives. Consider the pros and cons of each solution to show thoughtful analysis.
If possible, volunteer to implement solutions when appropriate. This is better than expecting others to solve every problem. Collaborate with teammates to develop more robust solutions that benefit from diverse perspectives. Being solution-oriented doesn’t mean you must have all the answers—sometimes the best approach is suggesting a process for finding the solution collectively. This forward-thinking approach proves your value and helps create a more positive work relationship with others.
Read more: You Gotta Have It… Skills Every Employee Should Have
6. Show appreciation.
Managers often receive more criticism than recognition, so genuine appreciation can stand out and build goodwill. Express thanks specifically for the actions your manager takes that help you succeed. Acknowledge their time when they provide extra coaching or opportunities for your development. Recognize their efforts publicly, such as during team meetings or in group emails.
There are many ways for you to show your appreciation. Some examples are as follows:
- Send a brief note after they’ve helped you through a challenging situation.
- Share positive outcomes that resulted from their advice or support.
- Remember important milestones like work anniversaries or successful project completions.
- Apply their advice and let them know how it benefited you.
Keep appreciation authentic and proportionate to avoid seeming insincere. Understanding that showing appreciation helps build mutual respect. It isn’t about flattery, but about recognizing real contributions.
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