The benefits of a relations-based approach to managing staff

The importance of managing relationships with employees can be easily overlooked and, for GPs, it’s a broad concept without a clear process which is often at the mercy of individual personalities

CREDIT: This is an edited version of an article that originally appeared on BMA

By creating a relations-based approach to managing staff, practices can create a happy and motivated workforce with fewer capability and misconduct issues and fewer time-consuming procedures. A relations-based approach to management can be achieved in the following ways.

Respecting differences

A healthy workplace is open-minded and inclusive. Whilst there might be a range of beliefs, identities and circumstances, even in a small team, there’s no reason why everyone can’t work together happily when managed appropriately.

Keep an eye out for where tension might arise and explore ways to build and maintain respect, from one-on-one conversations to team-wide training sessions. Difference doesn’t have to be a source of challenge; it can be an opportunity to learn and strengthen relationships.

Consistency is key

It is vital that managers do not let their personal feelings and friendships affect how they manage their staff. Managers should apply policy and procedure consistently, and handle matters with the same attitude regardless of who is involved. 

Be mindful of cliques and social dynamics

Friendships can develop at work and, whilst this can provide an essential support system, cliques and tight-knit social groups can create issues. It is important to pay attention to how new staff are treated or when an employee seems isolated.

Informal over formal

Disagreements are unavoidable, and how they’re best handled depends on the circumstances. However, in most cases, an informal approach is most effective and efficient.

Simply listening to employees can go a long way to resolving issues. Managers with good judgement and listening skills can nip issues in the bud before they become more significant.

Dealing with grievances

Sometimes a relationship issue or complaint must be addressed in a more structured way. An accusation may be too serious, or a problem too dysfunctional, to be solved informally. A formal grievance procedure is then essential to meet the employer’s legal obligations and deal with the matter correctly.

Practices should have a robust grievance policy, which maps out the routes of complaint available to an employee, and what to expect. This is an essential reference point. There are statutory requirements for formal grievances, and it’s important that all managers understand this process. Another manager might need to step in and take over a process if there are impartiality issues.