As people Managers we have been constantly bombarded with literature and training that we need to be more humane to our subordinates, show care and develop them; thereby get the best out of them at workplace.The questions does arise - Do (or rather, should) we consider our direct reports as our friends? If ‘Yes’; is it really going to be beneficial to the organization, the subordinate or us?Motive: Our first instinct is to build close, personal relationships or even have a strong need to protect our subordinates. What is our motive?  Perhaps we like being “liked” by all; or we hate conflicts or don’t like to upset others or we hesitate to make tough decisions.The jury is split on the paradoxical nature of boss-subordinate relationship:– Have we made a rational choice thinking that close personal relationships are the best way to influence people? Or in the long run, it may be that close relationships will actually be detrimental to all concerned parties – Organization, the subordinate and the Manager.While we understand that as social beings, we need close, supportive connections with others. The boss–subordinate relationship has its own meaning and critical function i.e. accomplish work. If something prevents a Manager or a direct report from doing his or her job, then the relationship must end.While building close relationships at workplace have its merits, here are a few low downs that we need to aware of:

• You won’t be able to make tough but necessary people / ethical decisions
• You won’t be able to evaluate people accurately and give critical but helpful feedback.
• You may not be able to take disciplinary action against your ‘friends’.
• It is not practical for you to be friends with all your people equally.
• You may be biased and treat ‘others’ unfairly.
• Your need to protect may result in the subordinate not taking ownership for his/her failure. S/he may not to tend take work seriously.
• Your friendship may be viewed as being manipulative i.e. a relationship based on getting work done.
• Relationships that are primarily personal are likely to produce disappointment in the long run and make you much less effective.

Your relationship with your people should be driven by neither control nor friendship, defined by neither affection nor authority, though affection and authority should certainly be pieces of your leadership style.Any relationship at work must never lose sight of one fact:

It Exists To Get a Job Done.