Interpersonal Communication- A Mindful Approach to Relationships, 2020a

and interactions tend to be carried out through scripted forms of communication within the normal
hierarchical structure of the organization.
Acquaintance Stage
The second stage of high-quality LMX relationships is the acquaintance stage, when exchanges between
a leader and follower become more normalized and aren’t necessarily based on a cash-and-carry system.
According to Graen and Uhl-Bien, “Leaders and followers may begin to share greater information and
resources, on both a personal and a work level. These exchanges are still limited, however, and constitute
a ‘testing’ stage—with the equitable return of favors within a limited time perspective.” 21 At this point,
neither the leader nor the follower expects to get anything immediately in return within the exchange
relationship. Instead, they start seeing this relationship as something that has the potential for long-term
benefits for both sides. There also is a switch from purely personal self-interest to a combination of both
self-interests and the interests of one’s team or organization.
Partner Stage
The final stage in the development of LMX relationships is the partner stage, or the stage where a follower
stops being perceived as a follower and starts being perceived as an equal or colleague. A level of maturity
marks these relationships. Even though the two people within the exchange relationship may still have
titles of leader and follower, there is a sense of equality between the individuals within the relationship.
Outcomes of High LMX Relationships
Ultimately, high LMX relationships take time to develop, and most people will not enter into a high
LMX relationship within their lifetime. These are special relationships but can have a wildly powerful
impact on someone’s career and life. The following are some of the known outcomes of high LMX relationships
when compared to those in low LMX relationships:
1. Increased productivity (both quality and quantity).
2. Increased job satisfaction.
3. Decreased likelihood of quitting.
4. Increased supervisor satisfaction.
5. Increased organizational commitment.
6. Increased satisfaction with the communication practices of the team and organization.
7. Increased clarity about one’s role in the organization.
8. Increased likelihood to go beyond their job duties to help other employees.
9. Higher levels of success in their careers.
10. Increased likelihood of providing honest feedback.
11. Increased motivation at work.
12. Higher levels of influence within their organization.
13. Receive more desirable work assignments.
14. Higher levels of attention and support from organizational leaders.
22, 23, 24, 25
15. Increased organizational participation.
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