| Some of my colleagues and fellow managers are | | | | package provided by the company is majority |
| strong technical expertise as working in the | | | | depended on this to negotiate during your job |
| advance technology industry; but they are weak | | | | interview with current company. Your |
| in people management or managerial skills. They | | | | subordinates will come to you with questions, and |
| found hard time to start building relationship | | | | sometimes with challenges, and look for your |
| effectively with their subordinates from the first | | | | answers and advises. It is a right moment you |
| day in position. Remember your first day in your | | | | can further enhance the relationship by providing |
| current position as a boss, you need to get | | | | them with expertise answers and effective |
| acquaintance with your subordinates; to | | | | instructions to resolve their problems. |
| understand their names, their routines, their | | | | |
| strengths, their weaknesses, and equally | | | | |
| important, is their attitudes. How will they build | | | | Relationship by Respect |
| working relationship with you? How do you | | | | The last step is the relationship by respect. This |
| understand the dimensions behind the | | | | is one of the major ingredients to maintain the |
| relationship? In the following paragraph, I will | | | | positive relationship with your team. If you can |
| show you the different steps of building | | | | coach your subordinates with your professional |
| relationship effectively and positively. | | | | knowledge and with enthusiastic attitude, you will |
| | | | | win the respect from your team under your |
| Relationship by Job Title | | | | leadership. Equally important, you should respect |
| The first step is relationship by title. In the very | | | | them as they respect you. This step will help |
| beginning, the relationship is merely relied on your | | | | building a positive and long-lasting working |
| superior job title over your subordinates; for | | | | relationship with your subordinates. |
| instance, manager with staff, and supervisor with | | | | |
| worker. Your relationship or source of power is | | | | Effective Team |
| come with the subordinates' perception of an | | | | Once you understand the stages of relationship |
| authority attained from your superior status. | | | | building, you will be in a fast track to establish the |
| Without this, you are nothing more than a peer | | | | necessary relationship with your subordinates in |
| working with them. You cannot order and | | | | the working environment. You will effectively |
| instruct them. | | | | manage and get along with them to build a |
| | | | | significant effective team. Also, the relationship |
| Relationship by Job Knowledge | | | | will promote and rebuild trust between you and |
| The second step or stage is the solid job-related | | | | your subordinates. To conclude, employees will |
| knowledge carried with you. Your working | | | | make commitments to the organization if they |
| experience and your education background will | | | | respect their bosses and are respected in turn by |
| boost your professionalism and your authority in | | | | their bosses. |
| your department. In fact, your salary and | | | | |