Relationship vs. Task

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Checklist

Relationship vs. Task

Purpose:

To help managers with employees who seem to focus on the relationship before the task.

Sometimes an employee will talk and talk, gregariously sharing the details of their family lives. As a manager, it can be frustrating when they don't seem to communicate to you their needs as employees. What's really going on is they are knitting you into the web of relationships that makes up their approach to the world. This checklist will help you manage with insight into this cultural viewpoint.

Five Ideas for the Relationship-Based Employee:

If people are relationship based, no matter how busy you are, you will need to take time to talk about their lives.

Show genuine interest in family or activities. Demonstrate genuine interest in getting to know the person as an individual.

If you have a different balance between relationship and task than an employee, you will have to adapt to their style.

When you schedule time for meetings, take into consideration their emphasis on relationships. A lunch meeting with someone who is "high relationship" might be a good idea.

If you have to cut to the task because of a deadline, crisis, or other impending problem, let them know you value the relationship. Dare to apologize if you think your approach is hard on the relationship and make it clear you will make time soon.

A lot of people are relationship-first/task-second types. The model in business (especially in the U.S.) has been to stick to the task at all costs. Well, it's not hard to spot on the other's face the moment when you've jumped ahead too soon for their personal style. What can happen is they'll withdraw from the situation, disoriented by the difference between you. If you're in a fast moving situation, but you know you're dealing with a person who has a high relationship need, one quick way to accommodate this is to say, "I'm sorry to be so short right now. I have a crisis and I need your help. After this, let's chat and see how things are going." Then, tend to the things that you know your employee cares about. Following up with genuine concern shows that you're committed to making time for them and that you are able to see them as an individual.

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