It’s said that an organization is only as good as its people, but the important part of that equation is, those people are only as good as their managers inspire them to be. Nothing is more impactful to your company than the way its managers treat their teams. A bad boss can ruin even the best job, but a good boss can make a bad job more tolerable.
Remember, your employees spend a hefty part of their time on the job; it should be worth their effort. Management styles affect retention, which in turn affects your company’s bottom line.
So, what can your managers do to help? Here are ten tips that could make a difference…
1 – Get to know them.
Spend quality time with your direct reports while you’re in the office. Prioritize spending time around them and getting to know them. Make an effort to understand their situations. Connection fosters loyalty.
As long as you don’t cross personal boundaries, they will likely feel you’re right there with them, that you have their back. When employees feel they aren’t going through things alone, they’re more likely to leave their problems at the door and focus on their work.
You’ll also learn what their passions are and where their talents lie, allowing you to give them responsibilities—or guide them to roles—best-suited for them.
2 – Develop goals.
We all perform better when we have a clear idea of the role we play and what’s expected of us; help your team members understand their roles and responsibilities. Identify their specific tasks and duties, set clear expectations, and update these goals regularly. Consider the SMART method – goals should be specific, measurable, achievable, relevant, and time-based.
Help your team to identify workflows within the organization, and how their individual responsibilities fit into the bigger picture. If they understand the processes and workflow, they’ll be able to avoid delays. You can create a reasonable timeline for each project this way.
Provide training and development opportunities on a variety of topics that will help them reach their goals.
3 – Check in frequently.
Schedule regular group meetings as well as one-on-ones with individuals. Check on their progress. Offer solutions to any challenges they express. Regular feedback reduces stress and fear, allowing your employees to focus on productivity.
4 – Trust them.
Show your direct reports you trust them by delegating to them and allowing them to manage their projects and duties themselves. Having learned their strengths and skills, you should be able to delegate tasks to the right people. Avoid micromanaging—not only does it send a signal that you don’t trust them, it prevents you from focusing on your own job. Trust them to do the job, so they can feel empowered and invested in each project’s success.
5 – Encourage creativity.
If you foster an environment of creativity and innovation, it could drive growth. Let your team members devise unique solutions. Celebrate their successes—publicly. This will boost morale. But by the same token, embrace failure. Don’t let it dampen creativity; treat it as a learning opportunity and let them seek new, creative solutions.
6 – Be flexible.
Rigidity can be a morale-killer; allow your employees some freedom. If a workplace rule doesn’t have a clearly identifiable benefit, consider bending it. Loosen up the dress code and let your employees decorate their workspace as they see fit. Build a culture of mutual respect.
Be lenient with the schedule; employees have lives outside of the office and they will likely need to address personal needs during regular business hours. Allow them to do this. Likewise, try to avoid asking for things during their personal time. Having to answer unnecessary business calls or texts during dinner, on the weekend, or while they’re on vacation can be demoralizing.
Flexibility provides them a good work-life balance, which improves morale; when morale is up, employees produce their best work.
7 – Create a space for honest feedback.
Ask your employees for input and let them know they are safe to be candid. Listen to them and act on their feedback to build trust and show they are valuable to you.
Give them honest feedback, as well—and do it regularly. Provide positive reinforcement. Help them grow and develop skills. A performance review should never be a surprise; if you communicate honestly and regularly, it won’t be.
8 – Lead consistently.
Never ask your direct reports to take on a project you wouldn’t be willing to do if you were in their role. Lead by example and show them you meet the expectations you have of them. Take responsibility and they will do the same.
Follow through reliably; do what you say you will do, every time.
Personalize your techniques for individual team members. Everyone has different motivators and stressors. They draw energy in different ways. They have different preferences for feedback. Follow the first tip and customize your approach based on what you know about each team member. Just be sure to hold everyone to the same standards.
Stand by them; show them you have their back. Avoid pointing fingers; take the burden of failure. Accept in advance that there will be difficulties, then roll with them together when they occur.
9 – Resolve conflicts quickly and fairly.
Be aware of how your team members interact with each other—this is just as important as how they interact with you. Tension and conflict can lead to toxicity, which can destroy morale and productivity, and possibly lead to attrition. As soon as you become aware of conflict, mediate and resolve it before it can affect the workflow.
Likewise, provide an open door for employees to air their grievances; it could help you become aware of potential conflicts before they arise. Listen to all sides with empathy and an open mind and avoid playing favorites.
10 – Manage your own workload.
You can’t manage others’ success if you’re struggling with your own. Avoid burnout and over-commitment by allowing yourself to work on your own tasks. Set aside time daily to work uninterrupted, and guard that time fiercely. You can be more attentive to your team if you feel better about your own responsibilities, and you can be a more effective manager in the long run.
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Was this helpful? Do you have any tips to add? Please chime in and let us know what you thought of this piece, what motivates you as an employee, and/or what works for you as a manager!