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Employee Engagement & Retention - Managerial Effectiveness - 2
While doing Managers selection, it is imperative that we select, train and assess managers on their ability to not only motivate, but also to do preve...
Raj GuptaLeadership · HR · Career
While doing Managers selection, it is imperative that we select, train and assess managers on their ability to not only motivate, but also to do preventative treatment and early-stage diagnostics on emerging motivational issues. Great managers use this insight to calibrate their investments of the "motivational capital" inherent in the work itself and in the best performers. They tend to actively discuss work interests and career goals with each employee
Spare some time and hear a conversation at break / coffee corners in the organization. Most of these corners are used for giving outlet to accumulated frustrations and favorite whipping boy / girl is demon called MANAGER….We all did it at some point or other, however, when we are Managers, do we think about it….or rather, don’t we indulge ourselves in such session? we may adopt politically correct posturing, however, fact of the matter remain that most of us get into this, some straight and some in subtle ways….
If we look at 7-10 years work experience population in current context, majority of them would have seen minimum of 3-4 bosses, however, one boss would stand out whose qualities they would like to emulate. I have asked this question multiple times in multiple forums. Out of 4-5 bosses, you have worked so far with, which is the 1 you admire most? You can see the adrenaline flow when person take the name or start describing the qualities of the Manager he / she admires….
Next question, I tend to ask is how many of sub-ordinates, let us say few year down the line whether in this organization or any other, will be saying the same thing about you with the same pride and glitter in their eyes as you have while remembering your most influential manager? This make people think.
Spare some time and hear a conversation at break / coffee corners in the organization. Most of these corners are used for giving outlet to accumulated frustrations and favorite whipping boy / girl is demon called MANAGER….We all did it at some point or other, however, when we are Managers, do we think about it….or rather, don’t we indulge ourselves in such session? we may adopt politically correct posturing, however, fact of the matter remain that most of us get into this, some straight and some in subtle ways….
If we look at 7-10 years work experience population in current context, majority of them would have seen minimum of 3-4 bosses, however, one boss would stand out whose qualities they would like to emulate. I have asked this question multiple times in multiple forums. Out of 4-5 bosses, you have worked so far with, which is the 1 you admire most? You can see the adrenaline flow when person take the name or start describing the qualities of the Manager he / she admires….
Next question, I tend to ask is how many of sub-ordinates, let us say few year down the line whether in this organization or any other, will be saying the same thing about you with the same pride and glitter in their eyes as you have while remembering your most influential manager? This make people think.
I have outlined few tips below that shall help Managers command respect thanks to their investment in building trust capital.
Stay and keep your employees in loop : - It is hard for you to do your best without good information. Get information to make your employees feel involved. Ensure that you share information with your sub-ordinates as early as possible.. Check what might happen when you with-hold information about change.
There will certainly be times when you will be privy to information that you simply cannot share with your employees…Tell them you are not at liberty to share and tell them why. Openness and transparency plays a critical role in enhancing Managerial effectiveness. Recognize ineffective and potentially damaging behavior of your own and do something about it : - As we all know that disliking the Boss is one of the top causes of talent loss. If employees don’t like their bosses, they will leave even when they are paid well, receive recognition and have a chance to learn and grow. Therefore, it is imperative for Managers to create mechanism to receive feedback that should come anonymously and it should be used for awareness and development
Never Hoard your talent ….Challenge Employees and help expand their Goals : - Help employees see that lateral moves can improve skills. Helping employees reach their goals often means helping them consider moves they may not have taken seriously at first instance. Not all those who say they want vertical moves will leave if they don’t get them. However, they will leave (physically or mentally) if they are not challenged. So ensure that they get assignments that make them think. Top resources when comfortable are most uncomfortable.
Consider talking to your employees in several directions - Lateral movement, Enrichment; Exploration, Realignment etc. Some managers are so fearful that they hoard their talent, failing to expose them to other opportunities- Ironically that strategy back fires and some of the best people walk often to the competitor.
In my next post, I shall touch upon few more Tips to enhance Managerial effectiveness. Watch out the space!
In my next post, I shall touch upon few more Tips to enhance Managerial effectiveness. Watch out the space!