Developing effective managers is crucial to the success of any business. They have their day job and manage their team. However, all too often, the two are seen in isolation. The people management responsibility is often regarded as an “add on.” However, it is integral to their effectiveness as a manager.
Poor management is one of the most common reasons people leave jobs. Although there are a host of other skills needed in developing an excellent manager, but here are just a few suggestions to get started with.
1. Manage yourself
A manager will not know how to be an effective manager until they understand and manage themselves. Then and only then can they be expected to manage anyone else.
Ensure they don’t feel as though they have bitten off more than they can chew. Ask them how well they think they are managing themselves currently and what support they need. Be sure that any training is embedded when they get back to their day to day responsibilities. A staggering 70% of learning is said to be lost when people get back to work. Make sure this isn’t lost for you.
2. Discover the Art of Conversation
Communication is key! Many management problems start when communication styles clash. People might have different thresholds for understanding nuances and meaning, which can lead to different expectations, and ultimately to conflict.
Encourage line managers to speak with their direct reports every day. Just five minutes will do, so long as it is meaningful. Employees are likely to feel more connected, supported and inclined to go the extra mile if communication with their manager is good.
3. Understand the bigger picture and prioritise
As finances become tighter, jobs become broader. Companies encourage employees to “do more with less.’ As a result, employees often have longer lists of tasks. Managers need to think strategically, ascertain what’s important and communicate this to the team.
4. Delegate effectively
This is linked to the last skill. A line manager could be a great strategic thinker, but if they can’t guide their team towards goals, they aren’t improving performance.
They need to:
- Ensure work gets completed in timeframes that suit both employee and organisation
- Ensure tasks that get completed align with organisational goals
- Develop employees by stretching their abilities while giving them the support they need in order to grow
Without the confidence and skills to delegate effectively, it is impossible to be an effective line manager.
Why not let us know how you get on with developing these skills? Contact us here.
