---
esco_uri: http://data.europa.eu/esco/skill/dc72ad0a-c5dc-4abd-bc0d-ca43e82162e1
esco_label: "build business relationships"
relation: essential
onet_soc: 13-1082.00
source: stackexchange
confidence: high
qa_count: 5
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# build business relationships — Project Manager

For a Project Manager, 'building business relationships' isn't about being friendly – it’s about proactively managing *dependencies* for project success. Daily tasks involve consistent communication with vendors (negotiating scope changes, tracking deliverables), internal stakeholders (keeping leadership informed, securing buy-in on decisions), and the project team itself (fostering collaboration, addressing conflicts). It means understanding what motivates each party – a vendor needs predictable payment terms, a stakeholder wants clear ROI, your team needs support. Tools include regular status reports, one-on-one meetings, risk registers (identifying relationship risks *before* they become issues), and even informal check-ins to gauge sentiment.

## Praxiswissen (Stack Exchange, CC-BY-SA 4.0)

**A business owner discovered his employee is having an affair with his wife, leading to divorce, and struggles with how to handle the situation professionally while also wanting the employee gone due to broken trust.**

Prioritize legal counsel to determine if grounds for termination exist based on a breach of trust. While the employee's contributions are valuable, maintaining a functional working relationship is unlikely given the personal betrayal; focusing the rationale for any separation on damaged professional trust—not personal feelings—is crucial. Don’t let perceived indispensability prevent objective evaluation of performance and potential replacement, as arrogance stemming from this situation could negatively impact work quality.

*Source: [How should I deal with an employee who has slept with my wife?](https://workplace.stackexchange.com/q/7617) — answer by Dibstar, CC-BY-SA 4.0*

**An employee and colleague are being told by their manager that their carpool arrangement is unprofessional, despite it not impacting work performance or violating any company policies. They're seeking advice on how to address the situation.**

Managers sometimes overstep boundaries based on personal biases or anxieties, even when there’s no legitimate business reason. It's important to first understand if a policy actually exists that supports the manager's claim before pushing back. If no such policy exists, calmly and professionally reiterate that the arrangement doesn't affect work and is a practical solution for both employees.

*Source: [Is it unprofessional to car share?](https://workplace.stackexchange.com/q/117252) — answer by Philip Kendall, CC-BY-SA 4.0*

**The asker is being asked by a former employer to fix a bug in code written during an internship, over a year after the contract ended, while now employed full-time elsewhere.**

Once employment ends, responsibility for maintaining or fixing past work shifts to the employer. While it's commendable to want to help, offering free assistance can devalue your professional skills and potentially create conflicts with your current job. It’s acceptable to politely decline or propose a paid contract, but always prioritize transparency with your present employer before taking on additional work.

*Source: [My previous employer has asked me to fix a bug in code that I wrote for them](https://workplace.stackexchange.com/q/120952) — answer by MikeQ, CC-BY-SA 4.0*

**A man is being repeatedly and publicly criticized by a colleague about his personal appearance (beard and shaved head), escalating from 'jokes' to outright insults and attempts to rally others against him, causing significant discomfort.**

Ignoring or passively accepting disrespectful behavior, even if seemingly minor, can allow it to escalate into harassment and create a hostile work environment. It’s crucial to firmly address the issue directly and, if that fails, to involve HR or legal counsel to protect oneself from unacceptable treatment. Prioritizing self-respect and workplace boundaries is essential, regardless of perceived power dynamics.

*Source: [Colleague commenting negatively on my look](https://workplace.stackexchange.com/q/75918) — answer by Magisch, CC-BY-SA 4.0*

**A man is being repeatedly and publicly criticized by a colleague about his personal appearance (beard and shaved head), escalating from 'jokes' to outright insults and attempts to rally others against him, causing significant discomfort.**

Ignoring or passively accepting disrespectful behavior, even if seemingly minor, can allow it to escalate into harassment and create a hostile work environment. It’s crucial to firmly address the issue directly and, if that fails, to involve HR or legal counsel to protect oneself from unacceptable treatment. Prioritizing self-respect and workplace boundaries is essential, regardless of perceived power dynamics.

*Source: [Colleague commenting negatively on my look](https://workplace.stackexchange.com/q/75918) — answer by Nobody, CC-BY-SA 4.0*

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
