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Relationships are key to success at work
- Positive relationships promote wellbeing, collaboration, psychological safety, creativity and innovation … and much more
- Problematic relations bring the opposite – conflicts, factions, exclusion, loneliness, misunderstandings, low morale etc.
How are relationships are your workplace?
It’s important to find out – RELMAP will give you the insights you need.
Relationships and rapport are affected by 6 key risks – the GAAFFE Triggers. The following questions are key:
- Goals – Are my/my staff’s goals being met?
- Autonomy–Control – Am I/my staff being given the amount of freedom or amount of direction that I/they want.
- Attention–Inattention – Am I/my staff receiving the amount of attention I /they want – not too much and not too little? Do I/they feel included or excluded?
- Face – Am I/my staff being shown the respect they want and deserve?
- Fairness – Am I/my staff being treated fairly?
- Ethicality – Is the behaviour in my workplace ethical? Am I/my staff expected to engage in any unethical behaviour?
If the answer to any of these questions is ‘yes’ or ‘somewhat’, this means there is a risk to positive working relationships and rapport.
If you don’t know or are unsure, the RELMAP will help you find out.
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The focus of the Relationship Management Profiler (RELMAP)
The Relationship Management Profiler (RELMAP) explores relationships and rapport at work, with a special focus on relationships between managers and employees.
The RELMAP probes the viewpoints of two groups of people:
- Employees who have a manager with line management responsibility for them;
- Managers who have line management responsibility for others.
The first group (employees) are asked to reflect on their perceptions of a range of line management issues, covering the 6 GAAFFE Triggers.
The second group (managers) are asked to reflect on the amount of challenge they experience in fulfilling their role as a line manager.
Those who fit both categories answer both sets of questions.
Sample findings for Autonomy (one of the GAAFFE Triggers)
A recent study found the following results for Autonomy:
- Nearly everyone agreed that managing autonomy–control is important or very important (two right-hand quadrants).
- Just over 73% of employees reported having good experiences of their desired level of autonomy being met. Their ratings fall into the Flourishing quadrant (top right-hand quadrant).
- However, just over 23% felt that they do not have positive experiences. Their responses fall into the Frustrating quadrant (bottom right-hand quadrant). Note that the mean figures (to the top right of the figure below) mask this important level of detail.
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Implications
- When a significant proportion of your workforce – nearly one quarter in this study – are frustrated with the amount of freedom they are given to try out new ideas or with the level of guidance received, this risks stifling innovation and limiting project success.
- Steps will need to be taken to address the concerns.
Contact us today about runnning the RELMAP at your organisation
- Request a brochure
- Request a report on a previous study
- Request a free, without obligation, discussion
- See our (forthcoming) book Making Working Relationships Work for more insights into managing working relationships.