Managers play a crucial role within an organisation, especially when you consider that 1 in 3 employees will leave their jobs because of a bad manager and a toxic working environment. A survey by The Chartered Management Institute and YouGov revealed that 82% of managers were “accidental managers" meaning they became managers without management or leadership training. If you have found yourself in a management role without formal training, you will encounter challenges.
Lack of Structure
One of the first actions you should take as a manager is to ensure a clear structure for new starts. A structure will allow your team to clearly understand where they fit into the team and who they should be liaising with. It is also paramount that there is a structure to the role. Create a structure and plan for moving forward. Employees will soon head to the exit if the role is not refined. Set your expectations so there is no confusion
Understanding Communication
As a manager, it is important to be aware of how you communicate with your team and understand that everyone communicates differently. Your communication should be positive, and any criticism should be constructive. Some people are more sensitive than others, for instance. A good manager should be able to alter their communication style to suit each individual.
Conflicts
Unfortunately, not everyone gets on, and conflicts are commonplace in the workplace. As a manager, you should try to resolve arguments, and foster good relationships . When conflicts filter to everyone else in the team, it can lead to low productivity and difficulty retaining staff. Arrange a meeting with the employees and mediate between them to resolve the situation
Performance Issues
Managing poor performance in the workplace can be challenging. However, it is crucial to deal with performance issues professionally without being confrontational. There are all kinds of reasons why an employee may be underperforming. They may be unsure of their role, experiencing personal issues, or they might need additional training. Ensure you have a sensitive discussion with them before proceeding to the more formal route.
Leadership Without Micro Management
There is a fine line between showing leadership and micromanaging your employees. Micromanaging shows a lack of trust and can be extremely frustrating for employees. Make sure they have a clear structure to work with when they join your team, and as they get to grips with the role, regular check-ins are sufficient. Employees are more likely to leave if they feel their manager is constantly on their case.
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