Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
In the words of Henry Ford, coming together is a beginning, staying together is progress, and working together is a success. Efficient teamwork is a recipe for delightful success. A good team is made of committed members who are willing to give their best for the best of the team.
A team manager is the pivot point for any team. A manager can take many steps for better team management. Firstly, they can adopt qualities to become better managers. Then, they can improve the team’s performance by promoting team behaviors that bring excellent results while dissuading others. On the other hand, members work for better team cohesion too! Here are some common team behaviors that managers look for in their teams. As a team member, this is the cheat sheet that you need to swear by.
Never turn your back! Unless you have a teammate watching over you. You can be put in a vulnerable position at many points as a team member. A good team member will ensure they are safe and secure in such a situation. Being able to be vulnerable around your team is a huge sign of trust, which is essential for seamless and supportive collaboration. A good team is composed of people who support each other in weak moments. They help in making a quick and robust recovery to their earlier position. Mutual trust is what allows all this to happen. Teamwork suffers without belief in a relationship. Hence, a manager should attempt to build trust in their team.
Accountability
A manager likes to have team members who take responsibility. A member that takes responsibility demonstrates their confidence and puts themselves forward as reliable. Consequently, responsible behavior of team members ensures the manager of their commitment and ability to deliver. Consistently responsible behavior pitches you as a dependable member. They do not have to check you regularly, and you make work easier for the managers.
Responsible team members are thus a gem for managers, and you should always strive to be one. Such accountable behavior sets you apart from the rest as a person willing to accept responsibilities and obligations for their actions. Your manager can trust you to achieve deadlines and fulfill your duties. Additionally, accountability in team members helps build trust and allows a smooth workflow. In order to accomplish this, managers can take some steps to build personal accountability in their team.
Commitment
Commitment to the team’s goals is a basic expectation that any manager will have from you. Therefore, commitment towards the goals is vital for every member to make the best efforts towards success. You can show your commitment to your manager by working hard and smart constantly. Your commitment shows that you give importance to the goals and activities of the team. For instance, actively participating in discussions and bringing new ideas to the table shows your commitment to the team’s success.
Going above and beyond
Managers would love to have employees who do not remain limited to what their job description states. A great team member will take chances and accept the consequences; doing just the bare minimum is not to their taste. Instead, employees who go above and beyond their role’s responsibilities win appreciation from their managers. This means that as a dedicated team member, you should engage with all the aspects of the project your team is dealing with. Rather than simply keeping yourself to your defined role, you can take the initiative to understand the other facets. Additionally, you can contribute to it through your extra expertise and new ideas for improvement.
Results
Teams are not just for talk, are they? At the end of the day, teams are looking for tangible achievements. Managers appreciate members who give them results that are essential for the organization’s success. Your commitment and accountability towards the goals are established when you are seen delivering results. You can also show support by helping others in achieving their goals.
Sensitivity
While working in teams, sensitivity towards others is an excellent quality to have. An understanding of the feelings of others makes you a great team player. It also presents you as an approachable, friendly person to your peers. Such people are an asset to the team as they keep a harmonious environment flowing. It becomes all the more critical as the world is now diverse and increasingly interconnected. Therefore, being sensitive to people from varied backgrounds is an essential quality to have. Managers will surely appreciate the positive gust of wind you bring to the team.
Mutual respect is needed in any team for it to function effectively. As a team member, you must respect your teammates and their work. So, it shows that you value the efforts and opinions of others. Respectful behavior must be maintained even when you may not like the other person. Similarly, respect is to be accorded to work done by your organization. Such behavior shows that you are a thoroughly rational and respectful person who isn’t bound by personal choices. It is a mark of professionalism.
Considerate
Care and consideration towards others is another essential quality in a team player. While working with other people, you must understand and care for their needs and wants. Helping others in time of need is one way of showing this. In addition, having a touch of empathy in your behavior while dealing with others enables you to develop excellent interpersonal relations.
Conclusion
A manager appreciates behaviors that reduce conflicts, create a harmonious environment, and enhance the team’s efficiency. As a member, you should strive to cultivate those within you. Being a great team player is a skill that comes with experience. However, keeping these points in mind can help you hone that skill when working with a team.
Practice time management to become efficient with your teams.
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The key behaviors of any successful team are: – Trust – Collaboration – Ownership – Accountability – Result-orientation
What are the behaviors of a good team player?
A good team player collaborates with others to derive results for their team. They are approachable and communicate effectively with the rest of the team. In addition, a good team player ensure that there is little scope of conflict by taking accountability and communicating properly with the rest of the team.
What are successful behaviors?
Successful behaviors in the workplace are those which help teams perform better. These include strong time management habits, healthy conflict resolution practices, little to no micromanagement of team members, active listening, etc. to name a few.
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11 simple steps managers can take to build innovation
For any globally successful business, innovation has been the key. The top brands of today’s world, say Google or Apple, are built on it that delivers unmatched value to their customers. It has become pivotal to success, so every manager wants to build innovation in their team. Consequently, the question of how to build innovative teams keeps troubling team managers. Building innovative teams is not as easy as enforcing a new set of rules. Enabling a creative process requires many intrinsic nuts and bolts to move, which are not easily visible to a manager.
Yet, innovation remains crucial for any business due to multiple reasons. Primarily, every organization wants success, which usually looks like a more significant market share. It is essential as it provides a much-needed differentiating factor from your competitors that can be your competitive edge. It also helps you remain relevant even as the market changes rapidly. Companies that innovate their products continuously to suit new developments can retain their consumers even in the face of change. In an environment where there’s always something new coming up, even the employees will remain engaged. Therefore, managers must undertake building innovative teams as a managerial responsibility. You can take some actions as a manager to stimulate innovation building in your team.
5 Reasons Why Innovation is the Engine of a Thriving Workplace
The world is constantly evolving, and so should your workplace. Here’s why innovation is no longer a luxury but a necessity for any business that wants to stay ahead of the curve:
Standing Out From the Crowd: It fosters the creation of new products, services, or processes that differentiate you from competitors. Imagine a world where every bank offered the same savings accounts and mobile apps. Innovativeness lets you break the mold, attract new customers, and solidify your brand as a leader in the industry.
Adapting to Change: The business landscape is constantly shifting, with new technologies, consumer trends, and regulations emerging all the time. Companies that embrace creativity develop the agility to adapt to these changes. Think of Blockbuster clinging to brick-and-mortar rentals while Netflix revolutionized movie streaming. Innovation allows you to anticipate change and be the disruptor, not the disruption.
Employee Engagement and Morale: Who wants to work in a stagnant environment? Innovation injects a sense of excitement and purpose into the workplace. Employees feel valued when their ideas are heard and encouraged. This fosters a culture of creativity, collaboration, and problem-solving, leading to a more engaged and motivated workforce.
Boosting Efficiency and Productivity: It isn’t just about flashy new products. It’s also about streamlining processes and finding smarter ways to get things done. This can involve automating tasks, implementing new technologies, or simply rethinking traditional workflows. It helps you maximize your resources and productivity.
Attracting Top Talent: The best and brightest minds are drawn to companies with a reputation for creativity. They want to be part of something exciting and have the opportunity to make a real impact. By fostering a culture of creativity, you position yourself as a magnet for top talent, giving your business a significant competitive edge.
How to build innovation in your team?
1. Create a conducive environment
Before planting, one must prepare the soil. Similarly, to build innovation, you must prepare the environment first. Unfortunately, the familiar environment in many organizations is adverse to change. As a manager, you first must ensure that the attitude towards change is welcoming. Therefore, an environment where new thoughts are promoted rather than discouraged is essential. An open mindset that is looking for progress is central to this.
2. Create an innovation development framework
In the next step, the manager can focus on developing a framework to facilitate innovation. Such systems can be embedded in the organization’s structure itself. For instance, managers can ease the movement toward the project’s development stage when an employee proposes an innovation. In addition, a ready system to handle such ideas comes handy in trying out new ideas without delay.
3. Hire for the purpose
People usually prefer to keep their tasks limited to their defined roles. Yet, managers look for people who go beyond the basics and put new ideas on the table. To combat this mismatch, try to hire people who take an active interest in what your organization does and have a knack for experimentation. Ideas are more likely to come up when people are personally engrossed in their actions.
4. Incentivize innovation
Employees would be more eager to think outside the box if they earn benefits from it. People are more likely to develop innovations when they have personal attachments to their work. Moreover, the system works better if its progress is tied to the organization’s progress. Personal incentives work great in creating loyalty toward the organization. Recognition boosts morale and encourages other employees to develop something new too.
5. Encourage new ideas
It is of utmost importance for the manager to encourage experimentation among their employees. A culture of creatovity is based on the freedom to try and fail repeatedly. To cultivate this culture, give a chance to new ideas – listen and deliberate instead of offering outright rejections. Then, adopt those ideas and reward successes to encourage more innovation.
After encouraging them to develop ideas, provide empowerment that allows people to work on them. For example, you may allow employees to have some time to work on their innovations solely. You can also provide support by easily making the tools and people required to make the innovation available. While doing so, trust your employees and their decision-making ability. People who are deemed responsible and accountable contribute more effectively to the organization.
7. Reduce hurdles
Innovation building happens the best in a free-flowing environment. But unfortunately, many organizations suffer from bureaucratic lethargy and red-tapism, wherein every single action requires the consent of many unwilling and uninvolved people. Therefore, reducing the problems one faces while bringing out something new is essential. So time and effort are spent working on ideas instead of overcoming hurdles.
8. Reduce stress
The absence of confidence can also strangle innovation development. Some brilliant employees may lack the ability to express their ideas effectively. Managers can work to improve the self-esteem of their employees and provide avenues to share. Managers must also ensure that their employees are not ostracized for suggesting change. Innovations are more likely to come up when people are secure regarding their job and social perception.
9. Change leadership styles
Innovation can begin right from you! Understand your leadership and management style before moving on to innovation for your product offering. Identify structural issues that prevent creativity and solve them through these interventions. A change in managerial style gives a new orientation to the organization’s thoughts. These changes facilitate organization-wide innovation and reduce the usual hurdles that prevent it.
Know more: Finding the leadership style that works for you!
10. Learn to accept failures
While promoting innovations, realizing you won’t consistently achieve success is essential. Many attempts will fail, and you might even have to suffer losses. But it is vital to recognize these as a part of the journey and not take failures to your heart. Instead, turn these failures into learning opportunities. Managers should encourage their employees even after they have failed previously. They have to ensure that failure is not the end of the story. Rather, turn it into an avenue for employee development.
11. Let the creativity flow
Most importantly, there can be no stoppages to the flow of creativity if innovative ideas are what you are aiming for. Innovation takes root in creative minds that are ready to solve problems. The solutions to them may not appear clearly and well-structured in the beginning. The process of refining and redesigning has to go on to create something unique for the world from an creativity. Even popular revolutionary products, like the internet or computer technology, have undergone many changes. Innovations are a continuous quest for the better.
Conclusion
The key takeaway here is that innovation is vital to success. Therefore, a manager must take steps to build innovative teams in their organization. These actions can be at various levels. They can either change the manufacturing process or overhaul the management style itself. Small steps that make the atmosphere more welcoming for change and creativity are also necessary! Although there is no clearly defined pathway towards a creative milestone, the actions described above can surely be your catalyst.
Build a growth mindset in your team to encourage innovation and creativity!
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Workplace bullying and harassment are unfortunate but real aspects of having a job. Unfortunately, a large majority of people have either undergone or witnessed bullying at some point in their lives. In workplaces, the general assumption goes that bullying can come only from superiors. However, you can be a subject of bullying from your juniors and equals. Bullying can take many forms as well. This blog will take you through the essential concepts related to bullying. It will help you understand how workplace bullying works and what actions you can take against it.
What Is Workplace Bullying?
In its most simple form, we can define workplace bullying as an attempt to overpower someone weaker. It is an attempt to abuse a person who is in a vulnerable position and, therefore, cannot fight back. Bullying at the workplace can take many forms – intimidation, threats, unhealthy jokes, etc. It generally hurts the employees, affecting them psychologically as well as physically. In some instances, the impact can be drastic enough to encourage employee turnover.
However, an important distinction exists between bullying and behavior that you do not like. Sometimes, criticism and feedback can appear like bullying, especially after you have given your best. But as a responsible employee, you should try to cultivate the ability to differentiate between the two and behave accordingly.
Types Of Workplace Bullying
Bullying can take many forms:
Mental harassment: Putting extra pressure on the individual and pushing them towards situations that induce stress or anxiety.
Verbal picking: Saying things that can hurt the person, being abusive or derogatory towards them, making them the object of jokes and mockery.
Intimidation: Issuing warnings, threatening harm, or adverse repercussions to stop some activity.
Exclusion: Excluding someone from groups and social situations by spreading rumors or negative gossip about them.
Disturbing work: Sabotaging efforts, evading privacy, and creating a detrimental impact on their performance at work.
Discrimination: Leaving someone out of the community on the grounds of caste, color, sex, gender orientation, national or ethnic identity, etc. This is the most common form of bullying faced silently by marginalized and protected communities.
These are just some common forms that are seen across workplaces. However, the list is by no means exhaustive. The example of bullying at work can come from our surroundings too. As such instances are not uncommon, we should keep a keen eye and take action if any instances of workplace bullying are observed.
What Are The Signs Of Workplace Bullying?
Before taking action, it is imperative to understand and identify the signs of bullying. Bullying can take many forms. Some common symptoms are:
Avoiding workplace and related conversations
Isolation
Making excuses for certain behaviors
Dodging some conversations, avoiding questions
Being ashamed
Distress
Getting undermined
Constant work reassignments, break in promotions
These are some common signs of workplace bullying and harassment. However, these are not the only signs. Other unlisted behaviors may be indicative of facing bullying as well.
How To Prevent Workplace Bullying: A Manager’s Perspective
A manager holds substantial power and authority that would enable them to mold the behaviors of the employees. Consequently, they should endeavor to create a hospitable environment for everyone. Additionally, it is a manager’s responsibility to look after the psychological well-being of their employees. While doing this, managers should take special care in protecting individuals belonging to historically marginalized communities. Avenues for reporting incidents form a crucial part of the anti-bullying mechanism in any organization. Further, some steps that managers can take to prevent bullying are as follows:
1. Conduct training and awareness programs
Organization-wide programs that focus on empowering individuals and making them aware of the repercussions of bullying should be conducted. These make it easy for others to identify where and when bullying happens and how to deal with it so it can be avoided. Additionally, employees can be educated about legal measures as well.
2. Anti-bullying policy
Create an anti-bullying policy and make the employees aware of it. Within the organization’s management and human resources structure, ample methods of reporting any untoward incident should be available for the welfare of the employees. Ensure the availability of a fair grievance redressal mechanism for the employees.
3. Develop a healthy culture
Managers should strive to create a healthy culture that celebrates differences within the organization so that such incidents do not arise. Establish mutual respect among all the employees irrespective of hierarchical positions. Define the culture of the organization to be strictly intolerant of bullying.
4. Take action
When incidents of bullying are reported, ensure that appropriate steps are taken. Measures taken to undo the damage should deter such behaviors in the future. Also, protection should be guaranteed to the employees present as witnesses.
Preventing Workplace Bullying: An Employee’s Perspective
On the other end, employees can take steps to prevent bullying in the workplace. Crucially, employees can be influential in forming a robust and collected front against bullies in the workplace. As a vigilant employee, you can be a vital help to bullying victims. Otherwise, you can help bullying victims by taking some other steps as well.
1. Be supportive
Firstly, be supportive of your co-workers. Be a patient listener if someone comes to you and tells you about their experience. Afterward, suggest ways to resolve their issues and guide them if needed. Sometimes, you might be asked to be present as a witness too.
2. Be by their side, literally
Ensure that the victim is not confronting the bully alone. When they meet someone expecting an incident of bullying, ensure they are accompanied by you or someone else. Collective support tends to bring down such incidents.
3. Encourage reporting
Persuade your co-worker to report the incident. Initially, they would be uncomfortable and afraid of coming to the open regarding the incident. Reassure them that it has nothing to do with them and that they do not deserve that behavior for any reason. Later on, help them seek counseling or support if needed.
4. Include them
Workplace bullying often takes the form of discriminatory exclusion from social settings. Therefore, if you are comfortable, try to intervene on their behalf. If you see negative rumor-mongering targeting them, try to dissuade it, or at least not participate. Similarly, you could try to support them during conversations or meetings.
What Can I Do If I Am Getting Bullied?
Firstly, understand that it is not your fault. Your actions are not the cause. The bully is behaving that way for their reasons. Further, keep note of these points if you face workplace bullying:
Don’t retaliate in reaction: Retaliating with the same effect will not solve the problem. Instead, it will escalate the issue into a bigger mess that can affect you even more. Avoid adopting the same harmful behaviors of your abusers. In case you do have to respond, do that calmly.
Avoid their company: Avoid confrontations with toxic people and your bullies. Simply reduce the opportunities that they get. Ask someone to accompany you if you have to interact with the bullies. This will help you retain confidence, and the bully will not be comfortable in the presence of others.
Collect evidence: When you are getting bullied, collect evidence of the same. Ensure that security mechanisms and storage systems are functioning effectively. This can be extremely helpful when you report the incident to your organization or the court of law.
Report the incident: after thinking through the whole incident with a calm mind and gathering all your evidence, approach the HR manager of your place. Otherwise, go through the mechanism established by your organization.
Seek counseling: Bullying at the workplace can take a toll on your mental health. The impact can be massive and detrimental. The psychological impact can easily cross workplace boundaries and affect your personal life as well. Therefore, this necessitates that you take care of yourself and seek support to help you tide through.
Conclusion
Workplace bullying remains a pertinent issue for organizations worldwide. If you or anyone you know is facing it, try to take steps to ease the problems. Throughout the journey, remember that it is not your fault but your bullies’ pettiness that causes the behavior. Stay strong and stay safe!
5 ways to show support for your LGBTQIA+ colleagues
Pride month has come to a close, but that does not have to mean an end to the constant battle for inclusion. Thanks to some improvements, a large number of people now openly identify as members of the LGBTQIA+ community. However, these people continue to suffer discrimination as well. According to various studies, a significant proportion of people from the LGBTQIA+ community have faced difficulties in accepting their identities at their workplaces. Instances of mental harassment are unfortunately common as well. Discriminatory behavior extending to or arising out of the workplace is detrimental to individuals. It can impact them economically too. Therefore, it is vital to create inclusive workplaces that include a diverse set of people. A diverse workforce is more likely to be efficient and innovative.
Historically, the LGBTQIA+ community has faced discrimination and exploitation in all areas of life. Until the previous century, people from the LGBTQIA+ community were effectively barred from workplaces and limited to some contemptible professions. The legal matters have been resolved. But, the community is still subject to prejudice and stereotyping. The presence of LGBTQIA+ people in workplaces results from a long and arduous struggle, parts of which are still going on.
While discussing this, we should also keep the international differences in behavior towards LGBTQIA+ people in mind even when our country and society fare relatively well in terms of openness and inclusivity. Homosexuality is constitutionally banned in several places. Our employees from the LGBTQIA+ community would find such work assignments dangerous. Therefore, as a manager, you must ensure that your employee belonging to the LBGTQIA+ community is not facing microaggressions or bad behavior from any work-related interactions involving prejudiced minds.
You will then ask, “but what can I do?” However, as members of society, we must show our support to the community in day-to-day activities. And as nothing but mere individuals, we can do that by engaging in constructive dialogue with other society members. Through our relentless efforts, we can change the minds of those yet to accept and support the LGBT+ community. Even after many companies have brought out notices declaring that they provide Opportunities for All, members of the LGBTQIA+ community still hesitate before being open about their identities, especially in workplaces. This is because the changes are required not at the policy level but the social level. A manager can take several steps to handle diversity in the workplace effectively. Apart from that, day-to-day support can come from peers as well!
Here are some steps that you can take to support your colleagues from the LGBTQIA+ community
Use inclusive language
Years of usage of gendered language have conditioned us not to pay much attention to it. However, as reliable allies, we must use inclusive language in our communication. For instance, gendered language recognizes only two genders – male and female. Gender-neutral language, on the other hand, includes people of all genders. This is important for people who do not fit precisely into the two genders or are non-binary. Hence, next time give preference to gender-neutral words like “parents” over “mom/dad” and “partner” over “husband/wife.”
Pronouns
Pronouns are central to a person’s identity. They are an expression of one’s gender identity. Therefore, it is crucial to get them right. Even unintentional misaddressing can upset people. That’s why while addressing someone, you should take care to use their preferred pronouns. If you are not aware of their preferred pronouns, just ask! Asking instead of using the wrong pronouns shows that you respect them and their choices. You can also show support by mentioning your own pronouns and adding them to your social media or your email signatures.
Educate yourself
The LGBT community has a long history of struggle and oppression. They have fought just to be themselves openly. A person in the LGBT community being open about their identity is committing a brave act. Unfortunately, it is still deemed criminal in several places. The community is complex and intricate. As an ally, you must understand who they are. You can learn about their struggle to get recognition, access to fundamental rights and education, the meanings of the colors in the flag, etc. Beyond that, you can increase awareness and educate others about the community and its rich contributions to the world.
Tackle harassment
Many organizations have implemented welfare programs for the community. However, unfortunately, the discrimination persists. At workplaces, people from the LGBT+ community commonly face microaggressions, lack of respect, and condescending behavior directed towards their identity. These things can mentally affect these individuals and curtail their access to workplaces in the most extreme forms. Therefore, ensuring that such behaviors are not permitted at your workplace is essential. You should raise your voice against such actions.
Be kind
Most importantly, it would help if you were kind to others. Mold your behavior to avoid causing any unintentional harm to anyone. Similarly, advocate for the LGBTQIA+ community without disrupting the existing goodwill of the workplace. Remember that the goal is to be inclusive and friendly with everyone. Hence, keep kindness along with you in all your interactions. At times, you will have to face stiff resistance. But dialogue is, first and foremost, the essential step even there.
Conclusion
The fight for equality in the LGBTQIA+ community has come a long way. Yet, there is work to be done. Even within the LGBTQIA+ community, some groups need more support than others. Institutional programs and legal provisions work at the macro level. Employee resource groups are a great tool to use at the organizational level. While at the micro-level, intervention from people acting as allies works to enable improvement. But, as ordinary individuals, you can take small steps to make every space around you a safe space for everyone. Follow the motto of diversity, equity, and inclusivity at workplaces to its fullest extent to make the workplace comfortable for everyone.
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Extrovert Or Introvert Manager – Which One Leads Teams Better?
Every person is unique. And this holds even when you are a manager. Differences in personalities, habits, and tendencies are common in any organization. It is also true that every person adds something valuable to the organization through their unique traits. Commonly, people are understood to be either introverts or extroverts. A third category, called ambiverts, holds those who don’t fall into these clear divisions. The extent of these traits is measured on a spectrum. Therefore, no one is a complete introvert or extrovert. At most, they incline towards one end of the scale. This personality type shapes a person’s attitude. Their interactions as a manager are affected by this as well. But first, let’s understand these types.
The basis of differentiation here is their attitude towards socialization. Additionally, how a person interacts with a social situation and how their mind and body react to it form the core basis of this categorization. Their energy source – whether it is the company of people or their own – makes them an introvert or an extrovert.
Introverts are generally seen as people who avoid human interaction at any cost. But contrary to this popular depiction, introverts are simply people who find their energy in solitude. After repeated socialization, they might need a minute or two to recharge themselves. So, it does not mean that introverts cannot be good communicators. On the contrary, they can form great relationships with new people via deep communication. The initial hesitation gives way to a treasure trove.
Extroverts
At the other end of the scale lie extroverts. They are commonly perceived as loud, gregarious, and ready for rabble-rousing. Everyone is either a friend or a potential friend for an extrovert. Extroverts get their energy from socialization and love to interact with people – known and unknown. You can usually see them expressing themselves uninhibitedly.
Ambiverts
In the middle of the two extremities lie the ambiverts. Ambiverts are people who do not fall clearly into either of the above two groups. Instead, they show both traits depending on the situation and other factors, demonstrating a delicate balance between extroversion and introversion.
Role of personality in management
A manager’s personality affects their orientation and management style. It determines how they interact with their team and how much emphasis is placed on building relationships. The manager’s personality affects the quality of these relationships. The manner in which these relationships are made is also affected by personality! These relationships are crucial to managing a team effectively.
The general perception says extroverts are always great at roles requiring good communication. However, simply having a love for sharing and being an effective communicator are two separate things. The common perception is that introverts are meek and reserved as leaders. Yet, such beliefs have turned out to be false. The classical theories of management that emphasized extroversion as a necessary trait in leaders have been disapproved largely. Some still believe the stereotypes. However, new studies have shown that people of any personality type can be influential leaders.
Whether introvert or extrovert, every manager brings value to the team through their strengths; each can shine high in different types of organizations and situations. There is no clear-cut answer to which personality type can be a good manager.
Introvert Managers
An introvert manager would add substantial value to the team through their strengths. Primarily, they work well as managers due to the following reasons.
Good listener
Listening is a core skill for managers. Introvert managers usually turn out to be good listeners. They can lend an ear without interruptions attached. In stressful situations, employees can reach out to them in the hope of a resolution to their problems. A leader that listens to the issues of their team appears more approachable.
Better feedback providers
Introvert managers tend to observe their team at work without interrupting their workflow. They provide detailed and constructive feedback. As managers, they hold a keen understanding of their team with its strengths and weaknesses on which they can work. In-depth constructive feedback is beneficial for both the employees and the managers.
Cultivate loyalty
By avoiding grandiose declarations and instead working silently towards goals with their team, introvert managers can form loyal relationships. Through close interactions in small groups, they develop long-lasting relationships built on mutual understanding and trust that are set to bring gains for the organization.
However, this does not mean that there won’t be any challenges. A introvert managers can come across as passive and unenthusiastic to their employees. They might feel overwhelmed by the constant barrage of information arriving too. Limited interactions can provide ample space for grapevines to cultivate as well.
Introverts in managerial roles can take note of some points to overcome these difficulties.
Establish strong interpersonal relationships with your team.
Make others aware of your boundaries regarding communication.
Interact with your employees, but take time in between to re-energize.
Similarly, on the other hand, the an extrovert manager can turn around an organization as well. Some benefits that they bring along are-
Enthusiasm and motivation
The ability to motivate employees is essential to management function. An extroverted manager can infuse their team with enthusiasm and motivation of their own. Moreover, they bring in a burst of energy that sets things in motion and pushes everyone to achieve more. In an organization suffering from lethargy, this is the precise panacea.
Higher engagement
Through their initiatives and habits, extroverts kick start a constant and ongoing conversation in their team. As a result, one can achieve higher employee participation and involvement by having an extrovert at the helm of affairs. This creates harmony. People develop an attachment to their work. Extroverts take a keen interest in their job and ideas. Under their leadership, others can do it too.
Speed
Extroverts bring an element of speed with themselves into the organization. Hence, their quick-thinking mind and rapidly moving thoughts clear mental hurdles that would delay decision-making. They are set to be apt in a fast-paced environment that necessitates quick thinking.
Extroverts can also face problems in managerial roles. Most importantly, one can mistake their enthusiasm for dominance. Others can feel intimidated. They might have a hard time speaking up freely. As social beings, they focus too much on interactions. Inadvertently, they emphasize engagements than the actual work to be carried out.
To ensure that these issues do not hamper the flow of work, extroverts can keep some points in mind:
Try to be a listener, ask questions and provide space for others to speak.
Spend time thinking before acting.
Ensure that your energy does not become overwhelming for others.
Conclusion: Introverts or extroverts?
Therefore, we can see that not all is black or white on any side. The perpetual question of whether introvert managers or extrovert managers lead teams better has no simple answer. As noted, both personality types bring unique advantages to the managerial role. Similarly, unique challenges can also arise by having either an introvert or an extrovert as a manager. Both types of people can work and exchange notes to overcome challenges created by their personalities. By understanding these better, they can increase the efficiency of their management.
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The Dangers Of Misinformation In The Workplace: How Managers Can Address It?
Misinformation is a big problem in the workplace. Not only can it lead to misunderstandings and conflict, but it can also have severe consequences for the employees involved. In this article, we’ll discuss the dangers of misinformation and how managers can address it. We’ll also give you tips on reducing the chances of your employees being misled in the first place. So whether you’re a manager or an employee, read on to learn about the dangers of misinformation.
In its simplest form, misinformation is false or inaccurate information. It can be spread unintentionally by people who believe it to be accurate, or it can be spread deliberately by those who want to mislead others. Either way, it can severely impact workplace productivity and morale.
How does it work: Tracking the Misinformation Effect
There are many ways that misinformation can spread in the workplace, such as through gossip, rumor, fake news, and false or inaccurate reports. It can also spread through social media like Facebook, Twitter, and other online channels.
What is the misinformation effect?
The misinformation effect is a psychological phenomenon first identified by psychologists Elizabeth Loftus and John C. Palmer. In an interesting study, volunteers were shown videos of traffic accidents. Now comes the surprising part: their memory of the event was impacted by the wording of questions used to test them later. Through clever sentences, the testers could add bits and pieces to the memories that actually did not happen, demonstrating how misinformation clings to truth and takes over slowly. It’s not about changing the exact facts; even how one presents it can change one’s understanding!
Why is the misinformation effect important?
The impact of misinformation can be significant, causing lack of trust and confusion among employees and damaging the organization’s reputation.
Here are two points to sum up the bigger picture:
In a survey of 25,000 individuals across 19 countries by Pew Research, misinformation stood as the second most critical concern for the planet.
Edelman’s Trust Barometer places business as the last bastion of trust in an increasingly polarised world. Longstanding institutions like the government are losing the faith people once had in them.
As people rely more on their workplaces to find shared values and build society, trust and honesty become all the more critical. It is not just about team cohesion but also has a bigger impact on your people’s engagement, attitudes, and commitment. Managers need to be aware of the risks of misinformation and take steps to prevent it from spreading. You should also have a plan for dealing with misinformation if it does occur.
But what exactly are the significant dangers of misinformation? Let’s have a look in our next section.
The Dangers of Misinformation in the Workplace
Picture this: You are at work, and someone shared the wrong information with you. As a result, you wasted some time and energy and missed a deadline. What’s likely to follow?
Hurt feelings and lost morale
In the fast-paced and ever-changing work world, misinformation is easy to spread. And when it does, it hurts feelings and reduces morale among employees. Misinformation can come from various sources, including rumors, office gossip, and even seemingly innocent comments made in passing. But whatever the source, misinformation can harm employees.
For one, misinformation leads to misunderstandings and disagreements. It causes employees to feel defensive and resentful. Additionally, misinformation can cause employees to doubt their abilities and worth, leading to feelings of insecurity and self-doubt. Eventually, all of this can lead to lost morale and hurt feelings.
Errors in judgment that can impact the your reputation
In today’s information-rich world, it’s easier than ever for employees to access data and make decisions based on that data. But what happens when the data employees base their decisions on is inaccurate? That problem can have severe repercussions for companies, as employees may make errors in judgment that can impact the company’s reputation.
Frustration and conflict
Employees constantly bombarded with inaccurate information are more likely to experience frustration and conflict in their work lives. That is because misinformation can lead to confusion and disagreement about what is happening. It can also encourage employees to resist changes or new directions necessary for the company’s success. This constant tension can drive away talented staff members, leading to a decline in productivity. The remaining employees may end up with decreased satisfaction with their job and even dissatisfaction with their company.
A hostile work environment
Misinformation creates a hostile work environment in several ways. First, it leads to employees feeling paranoid and un-trusting of one another. It can lead to fights and arguments and make it difficult for employees to work together. Second, misinformation has employees feeling in constant flux, as they constantly have to adjust their understanding of the workplace. It can lead to stress and anxiety, making it difficult for employees to focus on their work.
Reduced productivity
Misinformation can quickly spread through the workplace, causing confusion and delays. In some cases, it can even lead to employee disengagement. All this together can cause a massive drop in productivity.
How can Managers Address Misinformation in the Workplace?
A workplace is a place where information is exchanged daily. As a manager, monitoring and preventing misinformation from spreading is essential. Here are five tips to help you do just that:
Be vigilant in spotting misinformation and guard against it
Before acting on it, consider why misinformation spreads around your team. Is there a vacuum of information that you should be adequately willing with factual points? In case of lack of legit information, grapevines crop up and take the space. Or is there an intentional approach to spread misinformation at work and hamper the team?
Managers need to be vigilant in spotting misinformation and guard against it. First, they should be aware of the signs that someone is spreading false information. It includes using misleading statistics or making outrageous claims without any evidence to back them up. You should also be familiar with the different ways that misinformation in the workplace can spread and should restrict them from occurring.
Periodically disseminate information and allow the team to ask clarifying questions
Misinformation can quickly spread through a workplace, creating tension and confusion. To address this, it’s essential to have a process for disseminating information and allowing the team to ask clarifying questions. The process should have the following steps:
First, make sure that you have a clear and concise message that you want to get across. This message should be based on facts rather than emotions and should be communicated in a way that is easy to understand.
Next, create a system for disseminating information. This system should include ensuring that all team members are aware of what’s going on and mechanisms for asking questions and getting clarification when needed.
Finally, ensure that your team is trained in dealing with misinformation. They need to know how to identify incorrect information and ask questions to help them clarify what they’re trying to understand.
Make sure your communication is accurate and helpful to employees
Managers need to ensure that their communication is accurate and helpful to employees. It means providing clear and concise information that employees can understand easily. Further, the information should not be out of context and should be aligned entirely with or related to the work of those employees. By doing this, managers can help prevent misunderstandings and confusion. It will build a sense of trust among their employees. In turn, this will help foster a healthy work environment where everyone can excel.
Avoid giving false or misleading information yourself
The best way to prevent misinformation is to be vigilant and truthful in your communication. Make sure you use correct terminology, be honest, avoid giving false or misleading information and make assumptions about someone else’s knowledge or understanding. Managers should also ensure that whatever information they put forward is fact-checked and that nothing or no part of it is questionable or untrue.
All that is important because if managers themselves end up giving false or misleading information to their employees, it will take away the trust these employees have in their managers. Without that trust, making the best out of your team will be nearly impossible. On the other hand, if managers never resort to giving false or misleading information, it will set an example for the team. It will inspire the team to follow the lead and never resort to misinformation.
What if things go wrong? Work on rebuilding trust: How To Rebuild Trust In The Workplace? 6 Tips For Managers
Educate your team on the importance of accurate information
Managers must ensure that their team is well-informed about the importance of accurate information. You can do this by setting up educational programs and distributing information materials. Additionally, you can take part in training sessions where they learn how to avoid giving false or misleading information themselves.
A simple checklist to stop misinformation at work that you can share with your team can include three quick steps:
Slow down and think before passing on the points
Keep your emotions and biases aside
Search for facts and evidence backing up what you are saying
By doing this, you can help you team become more critical thinkers and better communicators. It will help ensure that the team can work together effectively. Also, it will show a commitment on the manager’s behalf towards upholding the standards of accuracy and truthfulness within the workplace. You also need to teach them how to verify the information before using it in their work. It includes being able to identify sources, checking for biases at work, and analyzing the data. Doing this will better equip employees to make informed decisions and avoid falling victim to misinformation in the workplace.
Make sure all employees are aware of the dangers of spreading misinformation and enforce disciplinary action if necessary
It’s essential to ensure that all employees know the dangers of spreading misinformation in the workplace. Moreover, they should know the possible consequences they’ll face if they are found spreading misinformation of any kind. It will help to avoid any misunderstandings or conflicts, and it will also help to ensure that employees are following company policies and procedures.
Further, if managers find that an employee is spreading false information, they should take appropriate disciplinary action. That may include issuing a warning, suspending the employee, or even firing them if necessary. In cases like this, it’s essential to ensure that an investigation is carried out so that the managers can take the correct measures.
Conclusion
There is much information floating around the workplace that is not always true. This misinformation can hurt the morale of employees and their work performance. Therefore, to help managers address misinformation in the workplace, we’ve outlined the five dangers of misinformation and provided tips on addressing them. Follow the tips above and take action to ensure a healthy and informed workplace for everyone!
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
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Managers can ensure that the communication mechanism is robust and people are allowed to interact freely to avoid the spread of misinformation at work.
What is the difference between misinformation and disinformation?
The difference between misinformation and disinformation lies in the intent. Misinformation happens to be incorrect by error, while the latter is purposefully wrong.
As a manager, you’re responsible for the success or failure of your team. To ensure that you’re up to the task, it’s essential that you continuously learn new things. This blog post will outline nine reasons why managers should strive for continuous learning and provide tips on how you can practice continuous learning in your life.
By learning new things, you’ll be able to keep up with current changes in your industry, stay ahead of the curve, and make better decisions that will benefit your team. Other than that, we’ll also share tips on how a manager can encourage continuous learning in their team and how to measure the effectiveness of the same. So let’s start by understanding what exactly is continuous learning.
Continuous learning is the ongoing acquisition of new knowledge and skills, which helps you be more effective in your job and stay ahead of the curve. It is a commitment to consistently learn, grow, and improve in whatever one does. As a manager, you are responsible for ensuring that you and everyone in your team are constantly learning and growing.
It means being proactive in seeking out new information, whether from reading articles, attending conferences and seminars, or any other possible medium. It also means being able to incorporate that new knowledge into your work. By doing this, you’ll be able to keep your team ahead of the curve and ensure that your team can meet the industry’s challenges.
But is that enough to push a manager to strive for continuous learning? It is not that easy to make such a commitment to learn and grow continuously. So, why exactly should one get out of their comfort zone and find shortfalls in themselves and then go for learning to overcome them? Well, several reasons for it are enough to prove the necessity of continuous learning for managers. What are those reasons? Let’s find out in our next section.
Nine reasons why managers should strive for continuous learning
A manager’s ability to learn is key to success in business. That’s why continuous learning is such an important priority. Here are nine reasons why managers should strive for continuous learning:
Continuous learning leads to better decision making
Continuous learning significantly leads to better decision-making. By continuously learning new things, managers can understand different perspectives and weigh all the available information before making decisions. As managers gain more experience and knowledge, they can see things from different angles. It helps them arrive at wiser conclusions about what is happening in their workplace, which can help them make more informed decisions about how to react and manage the situation. Additionally, it allows them to develop practical problem-solving skills.
Continuous learning strengthens relationships with customers, partners, and other stakeholders
When you’re constantly learning, you can effectively keep up with the ever-changing needs of your customers, partners, and other stakeholders. It strengthens your relationships with these stakeholders and allows them to trust and rely more on you. It also makes them more likely to recommend your services to others.
Continuous learning attracts and retains the best employees
One of the significant reasons why a manager should strive for continuous learning is that it attracts and retains the best employees. But how?
First, when managers are constantly learning new things, they are in a better position to understand their industry and the challenges their employees face. It gives them a competitive edge in negotiations and recruitment and fresh perspectives on managing their team.
Secondly, continual learning by managers leads to a more vibrant workplace culture where employees are encouraged to challenge themselves and think outside the box. This motivates them to stay with the company more often and contribute their best efforts. In short, you must constantly learn new things as a manager if you want a thriving workforce.
Continuous learning leads to creativity and innovation
Creativity is essential for any business and is critical in most industries. It is necessary for a competitive environment, where companies that can stay ahead of the curve tend to be more successful than those that don’t. Managers who are constantly learning new things can keep up with the latest trends and technologies, which means they can come up with better and more creative ideas and products.
Innovation also plays a significant role in the creative industries. It’s one of the key factors that separate companies from their rivals, and it’s something that one can only achieve through continuous learning. By staying up-to-date on current trends and technologies, managers can develop new and more innovative ideas that set them apart from their competitors.
It helps managers stay aware of new opportunities and challenges that may arise
There’s no such thing as a static world, and with the ever-changing business landscape, managers need to stay updated on new trends and developments. This is where continuous learning comes in. It helps managers remain aware of new opportunities and challenges and ensures that they can adapt their skillsets accordingly.
It helps managers stay ahead of changes in the workforce and new technologies
In today’s business world, the workforce is constantly changing, and new technologies are continually being created. If managers don’t keep up with these changes, they’ll quickly fall behind and become obsolete. Continuous learning helps managers stay ahead of the curve and up-to-date with the latest changes in the workforce and new technologies.
You’ll be able to keep up with or even stay ahead of the competition
It isn’t just a theoretical exercise; continuous learning has tangible benefits for managers. For example, it can help them stay competitive by ensuring that they have the latest information and technology at their disposal. It also allows them to develop new skills to help them perform better in their current or future positions. In short, striving for continuous learning is one of the best strategies for managers who want to stay ahead of the competition.
Managers who engage in continuous learning are more knowledgeable than those who do not. It is because constant learning allows managers to develop a broad range of skills and knowledge. It includes everything from technical know-how to professional expertise. Managers who regularly participate in activities such as reading, attending conferences, and taking courses are more likely to be up-to-date on trends and best practices.
It will ultimately make you a better leader
All the beneficial outcomes of continuous learning and the ability to see the bigger picture prove that constant learning can benefit managers. It brings so many skills, knowledge, information, and opportunities for managers that it ultimately makes them better leaders.
The reasons mentioned above must be enough for managers to consider practicing continuous learning. But how to go ahead with practicing it? Well, we do have some tips for you in the next section.
How can managers practice continuous learning?
There are many ways that managers can apply continuous learning in their work. Here are five steps you can take to start practicing:
1. Set learning goals and objectives
Setting learning goals and objectives is the first step for managers to practice a continuous learning process. These learning goals should be specific, measurable, and aligned with the business’s objectives. They should also be relevant to employees, customers, and clients interacting with the company. Goals should also be time-bound to be achieved within a specific timeframe.
2. Make time daily to read, listen to audio recordings, or watch videos
Continuous learning can be done in several ways, but making time each day to read, listen to audio recordings or watch videos is an excellent way to begin.
Reading can give managers new insights and ideas and help them understand complex concepts more quickly. It can also increase your knowledge about different industries and how they work.
Audio recordings, podcasts, and webinars can give you insights into different problem areas you may not have known about before and help you develop better solutions.
Watching videos can give you an overview of different topics that you may be interested in, or it could provide you with practical tips that will help you improve your business.
Follow experts in your area of focus on digital media and other sources. These days, experts keep sharing their wisdom in an easy-to-consume manner on social and other channels.
Continuous Learning For Managers
3. Seek out opportunities for hands-on experience
Managers who want to practice continuous learning should seek opportunities for hands-on experience. Hands-on experience allows managers to learn about different aspects of the job and how best to use their skills. You can do it by participating in new tasks around you, trying different ways of doing your tasks, shadowing your team members to identify and learn their unique skills, volunteering for opportunities that float within your organization, etc. By doing this, you can build on your skills and knowledge, which will help them improve their performance as managers.
4. Take part in workshops, webinars, and seminars
One of the best ways to practice continuous learning is by participating in workshops, webinars, and seminars. These events offer various resources, including video presentations, discussion forums, case studies, and more. By engaging in these types of events, you’ll be able to learn from the best minds in the industry and keep up with the latest trends.
5. Reflect on your learning experiences
Reflecting on your learning experiences is a significant and significantly important part of practicing continuous learning. One way to reflect on your learning experiences is to keep a learning journal. In your journal, you can write about what you have learned, how you have applied it, and what challenges you have faced. Keeping a learning journal is a great way to track your progress and ensure that you continuously learn and grow as a manager. It also allows you to look back on your experiences and reflect on what has worked well and what challenges you have faced.
It is true that by following these tips and practicing continuous learning, managers will be well on their way to developing greater efficiency within themselves. But doing that won’t be enough to take the team to more significant potential. To achieve that, managers must also encourage continuous learning for their team members. How? We also have some tips for that in our next section.
How can managers encourage continuous learning in their team?
Encouraging continuous learning in your team can be a challenge. Here are some tips to help you succeed:
1. Communicate your learning goals and objectives to team members
To encourage continuous learning, managers must communicate their learning goals and objectives to team members. If everyone on the team knows what’s happening and what is expected, they’re more likely to be motivated to stay current and up-to-date.
One effective way to do this is by setting up regular learning sessions. This way, everyone can join in and discuss the latest insights and developments as they happen. It also allows team members to ask questions and get help when needed. Managers should also prioritize ensuring that everyone on the team feels comfortable sharing their own experiences with learning. It will help them feel more connected to the learning process and motivated to continue growing as a professional.
Check out more information on communication goals that a manager can set here!
2. Encourage team members to participate in training and workshops
Encouraging team members to participate in learning opportunities like training and workshops regularly can be a significant step to ensuring continuous learning. Doing that will also bring many benefits to the team, including:
Firstly, training and workshops can help team members learn new skills essential for their work.
Secondly, they can increase productivity by improving the team’s overall efficiency.
Thirdly, team members who participate in training and workshops often develop better relationships, strengthening communication within the team.
Fourthly, managers can be confident that their teams are up-to-date with the latest industry trends and developments.
Fifthly, staff who are well-trained and proficient in their roles tend to be more customer-focused and customer-centric.
Sixthly, well-trained and skilled staff often enjoy working in their field.
These benefits should be enough for managers to consider encouraging their team members to participate in these opportunities. For encouraging or motivating the team members to take part, managers can use various methods like:
Providing incentives (such as bonuses or salary enhancements) for team members who take part in training and workshops
Praising team members for taking part in learning opportunities
3. Give team members opportunities to share their experiences and thoughts
Managers can encourage continuous learning by allowing team members to share their experiences and thoughts. It will help them grow, develop their skills, and learn from others in the team. By providing regular opportunities for team members to share their ideas, opinions, and insights, managers can help create a learning culture where everyone is encouraged to take risks and explore new possibilities. This environment will lead to a greater sense of teamwork and overall productivity.
4. Celebrate individual successes and learn from collective mistakes
Another effective way to encourage continuous learning in the team is to celebrate personal achievements and learn from collective mistakes.
When an individual achieves something, take the time to recognize their achievement. It will show your team that you are invested in their success and value their contributions. You can also use these moments to learn from your team member’s successes and apply them to the broader team.
Similarly, when a mistake is made, it’s essential to take the time to learn from it. It will show your team that you are committed to continuous improvement and are willing to learn from your mistakes. You can also use these moments to learn from your team’s mistakes and apply the learnings to the broader team.
5. Coach team members to help them foster a continuous learning environment
Managers can encourage continuous learning by coaching team members to help foster a continuous learning environment. It involves setting up an environment where team members are encouraged to learn and make mistakes to continue growing and improving as professionals. This type of environment is fostered by providing team members with the opportunity to exchange ideas and share their experiences and support when needed.
All these tips will be enough to encourage continuous team learning effectively. However, how can a manager measure the effectiveness of their steps to promote continuous learning in their team? Let’s discuss that in the next section.
How can managers measure the effectiveness of encouraging continuous learning in their team?
There is no one definitive way to measure the effectiveness of your continuous learning strategy. However, you can use a variety of metrics to gauge progress and success. Consider the following methods:
Continuous measurement of skill gap matrix
To measure the effectiveness of encouraging continuous learning in your team, you must create a skill gap matrix. It will help you understand how much team members have improved their knowledge and skills. To generate the skill gap matrix, you’ll first need to gather data on all team members’ current skills and knowledge.
Once you’ve created the skill gap matrix, it’s easy to track the progress of your team members by monitoring their scores regularly. You can do this by asking them to complete a questionnaire or conducting a survey. Next, you’ll need to compare this data with the data from when you began your training program. It will help you identify which areas of knowledge and skills have improved most.
How often team members are engaged in training or workshops outside of work hours
Managers need to measure the effectiveness of encouraging continuous learning in their team to determine whether it’s worth continuing. They can do this by tracking how often team members are engaged in training or workshops outside work hours. You can get their attendance and engagement recorded and maintained by the trainers or workshop supervisors. It will display your encouragement’s influence on your team members’ willingness to learn.
The number and variety of innovative ideas that are brought forward by the team
To get a clear picture of how well the team is doing, managers need to measure the number and variety of innovative ideas. They can do this in several ways, such as using surveys or interviews or reviewing performance data. Ultimately, managers need to keep track of how their team is performing to make informed decisions about how best to encourage continuous learning.
Conclusion
As a manager, you must keep up with your field’s latest trends and knowledge. By striving for continuous learning, you can stay ahead of the curve and make better decisions for your team. Further, by encouraging and motivating your team to practice continuous learning, you can take your team towards more significant potential. So, if you are a manager, follow the tips mentioned above and practice ongoing education with your team to collectively achieve great heights.
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Practice continuous learning and inculcate a growth mindset in your team to achieve more everyday.
Learning continuously is important because it helps managers and leaders stay on top of a constantly moving industry. With rapid advancements in work methods and styles, managers need to be aware of the trends and latest developments so that their teams can make the best use of available opportunities. It also provides a constant source of motivation and progression in life. For team members, it can enable professional growth.
What is continuous learning in the workplace?
Continuous Learning in the workplace refers to the mindset of constantly learning from the experiences and other sources of knowledge at work. it can include modes like workshops and seminars, coaching, and self-help resources. It helps managers and teams develop robust responses to the changes coming to the industry.
What is an example of continuous learning?
An example of continuous learning is a person who works in the technology industry and consistently keeps themselves up to date with the latest trends and advancements in the field. For instance, this person may attend regular workshops, conferences, or online courses to learn about new programming languages, software development methodologies, or emerging technologies. They may also read technical articles, research papers, or industry news to stay informed and gain knowledge about new and innovative technologies.
What Makes A Great Manager Stand Out? 10 Traits Of Great Managers
As a manager, it’s your job to lead and effectively manage your team. Good managers can carry out these responsibilities considerably and achieve their targets. But what makes a great manager better than a good manager? In this blog post, we’ll talk about the ten traits of great managers that help them win. From being able to stay calm under pressure to inspiring and motivating others, some extraordinary traits make a manager great. These traits are something every manager should strive for. So read on and learn the ins and outs of becoming a great manager.
A good manager handles the day-to-day business operations while maintaining a positive outlook. They can delegate tasks efficiently and communicate effectively with their team. Additionally, good managers can set goals and benchmarks and keep track of progress. They also know when to give feedback, step back, and let their team operate autonomously. Above all, good managers can build trust and respect among their team members.
But, still, good managers cannot reach the highest potential managerial effectiveness. They are good at managing teams but not great or the best manager, which is a significant gap or difference. So, what do great managers do differently? Let’s figure it out in our next section.
What Makes A Great Manager Different?
A few traits set a great manager apart from good managers. Great managers can motivate and inspire their teams. They possess excellent management skills and a deep understanding of their team’s strengths and weaknesses. They have mastered the art of handling multiple tasks and streamlining various processes smoothly. A great manager knows how to tap into their team’s potential and helps them realize their vision. They know how to handle any possible situation, and if not, they know how to face new challenges calmly.
Great managers build consensus among their team members while saving them from the chaos that conflicts can invite. How are they able to do so? Several traits of great managers make them significantly different and better than good managers. What are the qualities of great managers? Let’s unfold that in our next section.
10 Traits Of Great Managers That Summon Success
1. Inspiring and motivating others
Good managers can make their teams work. But a great manager gets things done like a boss with their teams. The difference lies in their ability to inspire and motivate their teams. A great manager can not only efficiently run operations but also inspire and motivate others, often by setting an example themselves. Their ability to encourage employee activity comes from clarity in vision and an action plan. Communication skills that help in sharing and receiving ideas add to it. As a result, they can build trust and command respect among their team members. Further, they are not shy to accept mistakes and offer due praise.
2. Thinking strategically
Good managers are usually more tactical than strategic. They focus on the here and now and on what needs to be done to get the job done. A great manager, on the other hand, is more strategic. They think about the vision and envisage plans to achieve those goals. They are also capable of keenly analyzing their environment and plan their moves accordingly. While both types of managers are essential, a great manager is more likely to succeed in the long run and become a great leader.
3. Making decisions quickly and confidently
A good manager is someone who has adequate decision-making ability. You can find them making decisions and implementing them effectively in day-to-day business. They can do this due to their experience and availability of information. Yet, in some instances, you might find them bewildered. Frequent and abrupt changes might throw a good manager off kilter. A great manager, on the other hand, overcomes unanticipated challenges. They make decisions quickly and confidently, even under uncertain situations. It is because they not only can gather and process information quickly, but they also dare to act in the face of uncertainty. Great managers lead their teams through ambiguity on a clear path.
4. Building and maintaining relationships
Good managers are good at managing people, but great managers are great at building and maintaining relationships. Great managers create harmony and balance in their workplaces and connect with their employees on a personal level. They show empathy and understand that people are different, which is why they can work with them in a way that meets their needs and makes them productive. In consequence, great managers can coach their employees into better professionals and future leaders by bringing out their potential. Team members who work with great managers enjoy lasting relationships long after they stop actively working with each other. The team members always look up to their managers for guidance across their careers.
For a manager to be effective, assertive and clear communication is vital. They facilitate the best team meetings and even one-on-one meetings with their teammates. It means being able to communicate clearly and concisely, as well as being able to listen to and understand what others are saying. Good managers often miss active listening and then fail to build emotional connections with their teams, but great managers never miss a beat. They are proactive in planning and communicating the most critical and trivial information. They also know how to handle sensitive communication with care. They can handle exit conversations, negative news, uncertain or volatile situations, with empathy and respect.
6. Delegating and empowering others
A good manager believes in having a close check on and reasonable control of the work within their team. However, they might fall into the habit of micromanagement while running after efficiency. A great manager, on the other hand, believes in giving autonomy and empowering their team. Thus, great managers can cultivate ownership and help their teammates grow while focusing on strategic aspects of work. Their delegation skills are significantly better than good managers. It is because they have a better understanding of the strengths and weaknesses of their team members, which allows them to make better decisions about what tasks should be delegated to whom. They can set clear expectations and provide straightforward instructions, which helps avoid misunderstandings.
7. Leading by example
Great managers are better able to lead by example. Good managers usually try to lead by explaining their expectations from team members. They expect certain behaviors from their team and try to maintain managerial standards. But this is not always successful. Great managers model the behaviors and hard work they want their team members to exhibit. This way, they can better manage the team and ensure their employees have practical knowledge of what exactly they need to follow. Moreover, with a hands-on approach, these managers can better understand and connect with their teams. As a result, they are decisive, transparent, and supportive. These qualities of great managers put them above a good manager.
8. Coaching and developing others
Good managers are content with their lives and are happy with what they have since their current work is being done effectively. They don’t see much need for coaching to develop their team if the team is consistently meeting the targets. On the other hand, great managers are constantly looking for ways to improve and help their team members grow. They look for new competencies and qualities that their team can develop and then facilitate through professional development and training programs. They are patient and understanding and have the know-how to coach and develop others. Great managers have a growth mindset and a strong sense of purpose and are driven by their goals.
9. Handling difficult conversations
Great managers can better handle difficult conversations and people in a way that leads to a productive outcome. They know how to listen attentively and understand the other person’s point of view. It allows them to devise a fair and beneficial solution for both parties. Good managers, on the other hand, aren’t as good at handling challenging conversations. It is because they often rush into decisions without fully understanding the situation. They might even hesitate and avoid some conversations. As a result, they make decisions that are not well-received by either party involved.
10. Staying calm under pressure
Staying calm under pressure is one of the most required essential of a manager. A great manager is better equipped to remain calm when a situation arises where the good manager is under pressure. Good managers manage stressful situations well, but great managers become stronger from such situations. They understand that mistakes are part of the learning process and that stress will not catalyze them into making the best decision. They know how to help their teams understand the gravity of the errors and handle disappointment at work. Ultimately, great managers are masters of balance and know how to use it wisely.
Conclusion
A great manager can balance work and personal life well, is good at problem-solving, and possesses the ten traits listed above. By understanding what makes a great manager better than a good manager, you can develop the skills and traits needed to be a great manager. It will help you ensure that you make the best out of the team and that you come out as a great and effective leader from whom the team follows and takes inspiration.
Delegate effectively and become a good manager.
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Sympathy And Empathy At Work: Approaching As A Manager
Managers are constantly under pressure to make decisions that will affect the company. Sometimes, these decisions may be challenging and require Empathy or Sympathy to understand the other person’s feelings. However, which approach is best for managers? There is a lot of confusion surrounding both terms as some people even consider them synonyms, but they are not. In this blog, we aim to provide a clear definition for both terms and explain the pros and cons of each. By the end of the blog, you will better understand which strategy is better for you as a manager.
The definition of Sympathy is the feeling of pity and sorrow for someone else’s misfortune or emotional pain. Sympathy is a powerful emotion that can cause people to take action to help a person or maybe a coworker suffering or facing some sadness. It is often confused with empathy, but they are different.
Sympathy is caring and feeling sorry for a person going through a tough time. It is the ability to understand the feelings of the other person. When you sympathize with someone, you show them that you know how it feels to be in that situation and that you are there to support them. In the context of managers, showing Sympathy to employees can come in many ways and bring significant pros and cons. What are those pros and cons? Let’s see.
Pros of showing Sympathy
Higher Productivity: Sympathy conveys understanding and concern, making employees feel appreciated and supported. This can lead to increased productivity and job satisfaction.
Trust and loyalty: Managers who show Sympathy to their employees are more likely to engender trust and loyalty among their team. This is because when employees witness their managers’ concern for them, they’ll be motivated to stay loyal to both the team and the manager.
Improved communication: When employees witness their manager showing concern for them, they are more likely to be open, honest, and communicate effectively with their manager. This can lead to better decisions and improved team morale.
Better coordination: Sympathy makes it easier for employees to cooperate as they know that the manager is on their side and is concerned about their feelings. This can lead to smoother workflows and cooperative strategies among teams of employees.
Cons of showing Sympathy
Partiality: When managers show Sympathy to employees, it can send the wrong message to the rest of the team. If some employees are seen as “special” and receive preferential treatment, it can create resentment, distress, and division within the team.
Too much burden for managers: It can be challenging for managers to draw the line between sympathizing with employees and taking on their problems as their own. Managers can quickly become overburdened if they constantly try to help employees with their challenges.
Unrealistic expectations: When employees feel that their manager is constantly sympathizing with them, they may begin to believe that the manager is obligated to help them solve every problem. So, they’ll start using the sympathy card in front of the manager in the smallest of inconveniences. This can lead to false optimism and may even result in ineffective management of the team.
Emotional stress: While Sympathy may be free from some of the costs associated with empathy (such as time and energy), it can still have a cost in terms of emotional stress for managers. This is because showing Sympathy involves a lot of emotional labor, which may make managers emotionally exhausted.
What do you mean by empathy?
Empathy is the capacity to understand and share the feelings and emotions of another person. It is a cognitive process through which we can place ourselves in another person’s shoes and feel what they are feeling. Empathetic people respond to others with compassion and understanding rather than judgment or criticism.
Empathy is essential for building strong relationships, both professionally and personally. It enables us to step in some other person’s shoes and see the world from the other person’s perspective instead of one’s perspective and connect with them on a deeper level. We can use empathy to resolve conflicts and create a more positive and supportive workplace culture. A manager showing empathy to their employees also has pros and cons. What are those? Let’s see.
Greater employee commitment: First, when employees feel that their manager understands them and cares about them as people, they are likely to be more committed to their work. They will also be more likely to take suggestions and constructive criticism from their manager seriously.
Better Communication: When managers can empathize with their employees, it allows for better and more effective communication. An empathetic manager will emphasize listening to employees and better understanding their situations. The employees will be more likely to open up and share their thoughts and feelings with the manager.
Improved Cooperation: Empathy is a powerful tool that can enhance cooperation among team members. When managers can understand their employee’s situations, it promotes collaboration among everyone involved in that particular situation.
Increased Teamwork: When managers can empathize with their employees, it increases teamwork within the workplace. Employees who know their manager cares about them will be more willing to help out in any way possible.
Reduced Conflict and Stress: When managers can empathize with their employees, it reduces conflict within the workplace. Employees who know they are understood and cared for will be less likely to resist or disagree with the manager’s decisions.
Cons of showing empathy
Difficulties in management: Overly empathetic Managers may have trouble making tough decisions or setting boundaries with employees. They may also find it difficult to provide critical feedback or hold employees accountable. All that will lead to ineffective management of the team.
Manipulation: If not careful, someone can harness the empathetic tendencies of managers to manipulate them into cruelty, aggression, and other negative behaviors.
Overwhelming: Being too empathetic can lead to managers being consistently overwhelmed or even getting emotionally drained eventually.
Which is better for managers to practice?
When interacting with employees, what should managers exhibit between empathy and Sympathy? The answer is that it depends. To better understand it, let’s know the critical difference between the two.
Empathy and Sympathy are two different ways of responding to someone else’s suffering. Sympathy is when you feel bad for someone because of their situation. Empathy is when you understand and share the feelings of another person. Empathy allows managers to understand how their employees are feeling and to better relate to them. However, Sympathy shows them they are concerned about their employees.
So which is better for managers to use? Sympathy or empathy? The answer may depend on the situation. Understanding and sharing your employees’ feelings is critical; sometimes, a little sympathy can go a long way. If someone is going through a tough time, Sympathy can be an excellent way to show that you care. Empathy may be helpful when you need to understand someone’s experience to resolve a problem. Ultimately, both Sympathy and empathy are essential tools for managers.
So, it is clear that for managers, both empathy and Sympathy are essential traits to exhibit. The only difference in practicing both is that Sympathy will be necessary for some specific situations (employees going through a bad phase). However, practicing empathy is a continuous process that helps manage the team effectively. Therefore, managers should aim to maintain a fine line between both. They should choose to practice any of the two based on their and their employees’ situations. A good mix of both will go a long way and enable the manager to manage their team effectively.
Conclusion
To conclude, it is clear that both Sympathy and empathy are essential traits for managers to practice. It’s just that empathy is a continuous process. Sympathy, on the other hand, is restricted to certain situations. To manage their teams effectively, especially in difficult times, managers need to maintain a good balance between both traits to fulfill the emotional needs of their team.
Adopt active listening to know your team more.
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What is the importance of showing sympathy and empathy at work?
Showing empathy and sympathy at work helps managers and leaders get closer to their teams. As a result, they can create more cohesive teams based on trust and loyalty.
How do you show sympathy in the workplace?
The best way for managers to show sympathy at work is being present when the team member needs them. You can also help them solve challenges and guide as an understanding coach.
How do you show empathy in the workplace?
A few signs of an empathetic manager are: – Understanding the signs of fatigue and burnout – Acknowledging your team member’s ideas – Involving the team in decisions
How do empathy and sympathy go hand-in-hand?
Empathy and sympathy go hand-in-hand as the ability to put oneself in the place of others helps managers become better at understanding the concerns of someone else.
6 Effective Employee Development Ideas For Managers
Employee development is essential to keep employees engaged and motivated. Almost every organization has an employee development or an L&D program facilitated by their HR department. However, managers of various teams within those organizations need to encourage additional activities to ensure more significant growth of their employees. Managers can facilitate employee development by implementing specific activities that build skills and knowledge.
This post will first uncover the importance of employee development from both managers’ and the business’ perspectives. It will further go over six effective employee development ideas that managers should encourage and implement. So, go ahead and read this article to discover practical employee development ideas that ensure the professional development of your employees.
Now that we understand the importance of employee development we can start looking for employee growth and development ideas for your team. Look no further – because we have listed six effective employee development ideas for managers right here!
6 Effective Employee Development Ideas Managers Should Encourage
1. Providing opportunities for employees to learn new skills
Opportunities to learn new skills are a significant part of employee growth and development ideas. The managers must keep employees abreast of new technologies, business trends, and best practices to stay ahead of the curve. To facilitate that, employees must consistently learn or acquire new skills to enhance their skill sets and keep up with the latest developments. To ultimately make that happen, managers must provide employees with opportunities to learn these new skills.
They can do it through training programs focusing on developing new skills or providing access to relevant resources and tools. By encouraging employees to keep up with the latest trends and developments, you will equip them with the skills they need to stay afloat in today’s competitive job market. But, all that requires managers to be up to date themselves. They should consistently check on what new skills or competencies are there to learn by the workforce or team that can benefit their role. It can be helpful for both employee engagement and employee retention.
2. Encouraging employees to attend conferences and seminars
Managers must encourage their employees to attend conferences and seminars to stay ahead of the curve and up-to-date with the latest trends. These conferences and workshops are great employee growth and development ideas. Employees can learn from the experiences of some great professionals, leaders, and subject matter experts. Not only will attending these events give your employees a chance to learn from some of the best minds in their field, but it will also help them build new relationships and networks that can help them advance in their careers.
The speakers at these seminars do not just talk about their successes. They also share their mistakes and their realization of how they could have done better. By staying informed about and learning from the mistakes that others have made in this field, employees can avoid making costly mistakes that could impact the team’s output or the business as a whole. So, encourage your team to attend as many events as possible and reap the benefits.
Further, managers can encourage their employees to attend career development related and motivational seminars or talks. These talks will motivate the employees to aim for developing their careers and achieving greater heights. Moreover, managers can attend seminars and workshops to learn innovative employee growth and development ideas for their teams. It can be a great way to stay abreast with the latest changes in the industry and discover employee development ideas that experienced professionals have created and tested.
Look at yourself when you are looking for employee development ideas! Employee mentorship and coaching are two essential employee growth and development ideas that managers need to increasingly adopt. Moreover, coaching and mentoring allow employees to grow and develop their skills while providing guidance and support. It can help employees become better leaders, team players, and ultimately better versions of themselves. These activities protect employees from any uncertainties, shortfalls, or incompetence they may face during their tenure.
Additionally, it can help them to improve their communication and problem-solving skills. In the long run, this will lead to increased productivity and better performance in the workplace. The mentors here can be the senior employees of a similar department who have been through the same stages or positions as their mentee employees.
Mentorship is a particular requirement for a new hire on the team. New employees require more guidance and handholding than their mentors can provide. Therefore, you can start implementing these employee development ideas from the day of onboarding of a new employee. External professional coaches can facilitate coaching, or managers can provide it if they find themselves proficient in the field.
4. Giving employees opportunities to take on new challenges
At the heart of an engaged, productive, and developing workforce is allowing employees to take on new challenges. It can range from taking on additional responsibilities within their current role to branching out into new areas of expertise. By providing employees with various opportunities to grow, you not only encourage them to be their best selves but also help them develop new skills and abilities that the managers can use in the future. It allows employees to identify their hidden talents and opens doors for a more successful career path.
Furthermore, it strengthens team morale and builds trust between employees and management. It is one of the best employee development ideas due to these qualities. By giving a chance to employees to take on challenges in different departments of the business, managers can also foster cross-departmental collaboration and better connectivity. As a result, your business can achieve even greater heights.
5. Encouraging employees to network with others in their field
Employees getting along with their fellow team members is good but not enough. Managers must make sure that they’re encouraging their employees to network with others in their field. Moreover, you should look for employee growth and development ideas that open new avenues for employees, which is why networking is among the best employee development ideas. It can build valuable relationships, and employees can learn about new developments and best practices to help them grow and develop professionally. It is one of the best ways to foster innovation and creativity.
By tapping into the resources and knowledge of others, employees can come up with better ideas and solutions. It can lead to better work products and, ultimately, a higher level of satisfaction for you and your team. In addition, employees who are engaged in their field and know what’s happening around them are more likely to make more informed decisions, and chances of mis-happenings or accidents go down.
Managers can encourage employees to join employee resource groups (ERGs). These are the groups where employees from different departments come together and form a group based on their diversities, including race, gender, region, etc. These resource groups can provide these employees with the support and guidance necessary for their role and will foster their professional development.
Managers can also encourage employees to join social media groups like the ones on LinkedIn. It is where professionals from different organizations in the same field come together and share information about the latest market trends, innovations, developments, and career development opportunities in the market.
6. Encourage them to take risks and ensure that they know it is okay to fail
It’s no secret that successful teams are built on the backs of risk-takers. However, not all employees are naturally inclined to take risks and face a chance of failure. To encourage your team to take risks and learn from their failures, you as a manager must convey that failing is okay unless you learn from it.
You can share stories of the losses you have been yourself or around you coming out of taking risks and the learnings you had from them. It would help if you also conveyed how those learnings have helped you in your career and made you ultimately reach the managerial position. Doing that will inspire employees to start taking risks even though there will be chances of failure.
This way, they can better understand their strengths and weaknesses and use these insights to advance in their careers. Employee development ideas necessarily need to provide space for mistakes and learn rom them. This capability to take risks within their safe space will ensure effective employee development. Additionally, making it clear that failure is okay will help them develop a more positive attitude towards taking risks – essential for any high-performing team.
Conclusion
Employee development is one of the most important aspects of running a successful business. It helps to keep your employees engaged and motivated, which in turn helps to improve employee productivity and satisfaction. In this blog post, we’ve outlined six essential employee development ideas that you can use with your team. Doing that will help you and your team achieve these goals. Please take note of the valuable tips we’ve included and implement them in your team. Taking small steps in this implementation and learning from your mistakes will boost your journey of leadership development.
Encourage your team’s learning by practicing effective delegation.
Get a well-rounded framework to guide your delegation plans from the free effective delegation toolkit.
What are the 4 approaches to employee development?
The 4 common approaches to employee development are: – Training and education opportunities – On-the-job training – Assessments – Mentorship and coaching
What is an example of a development activity for employees?
An example of a development activity for employees is attending a training session or workshop to learn new skills or improve existing ones. This could include topics such as leadership, communication, time management, or technical skills. Other development activities could include job shadowing, mentoring, coaching, or participating in a professional association or network. These activities can help employees grow and improve their job performance, leading to greater job satisfaction and career advancement opportunities.
What are organizational development activities?
Organizational development activities are interventions designed to improve the overall functioning and effectiveness of an organization. These activities can include initiatives such as strategic planning, change management, team building, employee engagement programs, and performance management. The goal of organizational development activities is to enhance organizational culture, productivity, and employee well-being. They can be implemented at all levels of an organization, from individual employees to entire departments or business units.
Is Micromanagement At Work Good? 5 Scenarios Where It Works
Micromanagement at work has been defined in different ways by different people. However, at the heart of it, micromanagement is often considered a negative management style that doesn’t allow employees to make decisions, prove themselves, or show their uniqueness. It restricts employees under strict guidelines and removes the manager’s ability to practice effective delegation. Even though it negatively impacts the team, managers must know certain situations where micromanagement in the workplace can help them achieve goals. So, without further ado, let’s start.
The term micromanagement has been defined as the excessive and burdensome supervision of subordinates by their superiors. It is the term that is often used in workplaces to describe the practice of managing employees’ work too closely. Micromanagement in the workplace as a leadership style can harm employee morale and productivity, leading to feelings of stress and anxiety. It can also lead to tension and resentment.
Too much micromanagement makes the managers authoritarian. It happens because these micromanagers try to control everything their employees do. It is believed that micromanagers often lack empathy and compassion, and they mostly believe in closely managing their team, which can create a hostile working environment. It is essential to be aware of the signs of micromanagement and avoid it where it won’t add any value to your management or your team.
Drawbacks of Using Micromanagement At Work
We have listed a few major ones out of the many drawbacks that micromanagement at work can bring to the table.
Micromanagement leads to:
Read more about micromanagement and its drawbacks here.
But, as these drawbacks show that micromanagement is majorly negative, there are some positive aspects to it. If practiced judiciously and just in specific situations, micromanagement can be good. We’ll be discussing these pros in our next section.
Is micromanagement good?
Although micromanagement in the workplace carries a strong negative connotation. It is still practiced by many managers and leaders who swear by it. So the debate goes – is micromanagement bad? Or is micromanagement good?
Here we will try to look into some benefits of micromanagement. Definitely managers cannot use micromanagement for a prolonged period, as that will manifest its drawbacks. The pros of micromanagement, however, can be effective if you use it judiciously. Before looking at these instances, let’s first understand the pros of micromanagement at work:
Improve Team Productivity
When done correctly, micromanagement in the workplace can help to improve team productivity by ensuring that all tasks are complete and correct. It can reduce workflow errors, ultimately resulting in faster and more accurate work. But, the intensity of micromanagement should not cross the line. It is not like the more you micromanage, the more productivity you’ll generate. Instead, the reality is the opposite of that. Therefore, managers should use micromanagement at work to a minimal extent.
Maintains Morale
After our earlier discussion, it may sound contradictory that micromanagement could lead to higher morale. But, it is also true that it may also help maintain team morale when done appropriately. We understand that clear communication is godsend when it comes to overcoming chaos. By providing employees clear instructions and expectations, optimum use of micromanagement at work can relieve the feeling of overload and stress. This, in turn, promotes a positive work environment.
Avoid Miscommunications
By providing clear instructions and expectations, micromanagement may help avoid miscommunication between team members. It can lead to a more harmonious workplace where everyone is on the same page when done correctly. But, once you communicate the expectations to the team, micromanagement should take a step back, and team members should get a chance to prove themselves and thrive.
Facilitate Correct Performance
When used judiciously, it may also facilitate correct performance by ensuring that all team members are working within the confines of their assigned tasks. It can be used extensively for mentoring new employees. This way micromanaging the team can lead to avoidance of any oversight and a decrease in wastage of resources and time, which can ultimately help to improve overall efficiency.
It is important to remember that managers can unlock these benefits only in some specific situations. Let’s discuss over what are those situations in our next section.
Where can managers use micromanagement in the workplace?
Micromanagement can be a good option in some situations. Here are five cases where managers can use it to achieve desired outcomes:
If a team member is struggling to perform
If a team member struggles to perform their assigned task and does not meet the required standards, micromanagement can be a good option. It may be helpful to implement extremely close handholding for short durations. It will help the team member to focus and get back on track. But, the managers should be sure of discontinuing it once the team member has regained their focus and previous level of performance.
This type of micromanagement at work should only be used as a last resort and should be carefully weighed against the potential risks of over-supervision. In case the performance of the team member doesn’t improve, the manager must not push with more micromanagement. It will only be detrimental to the overall working relationship.
Crisis situations are a perfect example where the qualities of a micromanager shine. In such a situation, you often need precise communication and instructions on what the team members must do. Moreover, to overcome a crisis, you need a single point of leadership that knows what needs to be done. Also, the manager should communicate that clearly to the team members.
Imagine if the latest release of your software product has a major bug. As soon as you identify it, you will dispatch your team to different directions to locate and fix the bug. You will yourself jump into the code and try to find the best solution for the problem. Even before that, you might ask someone in your team to quickly release a patch that might prevent users from seeing an error screen. You will have a clear plan in your mind, and others have to execute that plan.
By closely monitoring the progress of a project or team, you can intervene when the proverbial shit is about to hit the fan. This is exactly the situation when people need to use micromanagement in the workplace. But, make sure to stop micromanaging your team once the crisis has been averted or the work is complete.
Immediate request from any stakeholder that needs to be delivered urgently
Managers can also resort to micromanaging their team when they need to deliver immediate requests from any stakeholder. It could be anything from an irate customer who wants to discuss a warranty issue or a supplier who has an urgent delivery requirement. By tracking these requests and responding to them as soon as possible, you can keep your stakeholders happy and can make sure to finish the vital business tasks as quickly as possible. But, if the situation isn’t immediate or urgent, it’s essential to put micromanagement out of your mind. Stick your thumbs in the air and just let things take their course.
When working with an inexperienced and young workforce
While working with an inexperienced or young workforce, it is essential to provide regular guidance and feedback to develop their skills appropriately. When you positively use micromanagement at work, in this particular situation, it helps to ensure that the workers are adequately trained and updated on the job and your team’s way of working. It will better equip any young or new employee to settle into your team. Once done, you should slowly delegate and build autonomy and take away the micromanagement entirely.
To bring a delayed project back on track
Managers can also use micromanagement in the workplace to help bring a delayed project back on track. When a project is delayed, it can often be due to one or more of the following: insufficient resources, interpersonal conflicts, missed deadlines, or incorrect assumptions. Close monitoring will help the team to get the project back on track and meet its original target date. With careful planning and execution, micromanagement can help to avoid further delays. It can ensure that the project reaches its intended completion date. But, if there is no delay or shortfall in the project, there is no need for the manager to resort to micromanagement at work.
Conclusion
Micromanagement is managing someone or something excessively or to an unreasonable degree. While it may have some benefits, it comes with drawbacks most times. These drawbacks can ultimately harm the individual or entity you are managing. In this blog, we have discussed the meaning of micromanagement, its potential consequences, and the situations where it can be a good option and managers can use it effectively. So, if you ever see yourself contemplating whether to use or not use micromanagement, make sure to use it only if you see yourself in these specific situations and not otherwise.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
Discover when micromanagement at work is the right choice.
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Micromanagement typically carries a negative connotation. However, micromanagement can be the best approach to follow in some specific situations. Micromanagers give great attention to detail and focus on passing everything through a single quality check – this approach can work well when the team members are untrained or ill-equipped to carry out the task.
Why is micromanaging toxic?
Micromanagement becomes toxic because micromanagers do not leave space for team members to work. By seeking updates at every step of the process, they add to the bureaucratic burden and overwhelm employees by constantly hovering over them. In addition, it takes away autonomy from team members who wish to work independently.
What is better than micromanagement?
While micromanagement has its set of pros and cons. The best approach depends entirely on the needs of the team and its members. A contingency based management approach, which adapts itself to the situation, is better than micromanagement as it can mitigate the harms that come with micromanaging autonomous teams.
What are the top 10 Behavioral Skills for Managers? with Examples
One of the biggest challenges new managers face is learning to motivate and lead their teams successfully. It is no easy task, but this is where behavioral skills come in handy. Behavioral skills are essential for any manager, no matter their role or what function they belong to. They can help you motivate employees, handle difficult situations, and make better decisions. This article will give you the top 10 behavioral skills every manager needs to succeed. So whether you’re a new manager or an experienced one, read on to learn more!
Behavioral skills are personal abilities that allow people to interact effectively with other people. They are the task-related, self-regulatory, and interpersonal skills or behaviors that enable individuals to deliver outstanding performance in workplace settings. These necessary skills include emotional intelligence, adaptability, positivity, etc. Strong behavioral skills are essential in any profession, but they are crucial to customer service or management jobs. They are often considered social skills but are significantly different from soft skills. Soft skills are mostly transferable skills connected to job performance, whereas behavioral skills are more person-centered.
In the context of management, behavioral skills are the ability to understand and control employee behavior. Managers use behavioral skills to motivate employees, solve problems, and improve productivity. They involve the ability to understand and influence the behavior of others to achieve desired outcomes. Managers who can effectively utilize behavioral skills can use their position to make positive changes within their team and with others with whom they interact daily. But, to achieve that, managers must have the right set of behavioral skills which will work best with their managerial roles. What are those skills? Let’s figure that out in our next section.
Top 10 Behavioral Skills Every Manager Needs to Succeed
The ten most compelling examples of behavioral skills that every manager needs include:
Manage Your Emotions
There’s no denying that managing one’s emotions is a critical skill for any manager. It’s more important than ever in these turbulent times when nothing is stable, but the pressure to succeed is at an all-time high. Knowing how to manage your emotions is a part of self-management that helps you stay calm and collected under pressure. It also allows you to make better decisions and achieve your goals. If you can keep your emotions in check, you’ll be a more effective leader and be better equipped to handle difficult situations.
Example: A manager remains composed and professional when a project faces unexpected setbacks, addressing the team’s concerns while focusing on solutions.
Action Steps for managers to develop emotional management skills:
Become self-aware of your emotions and triggers
Accept your shortcomings and work on them
Take care of your physical and mental health
Learn relaxation techniques
Learn how to help the team to manage emotions
Handle Criticism
Criticism is an inevitable part of any job, but the best managers know how to handle it constructively. They understand that criticism is an integral part of the feedback, and they can use it to improve their skills. They become better leaders, decision-makers, and communicators by taking criticism in stride and learning how to use it to their advantage. Criticism can actually help managers grow and learn rather than deteriorate when handled correctly. That is why handling criticism is one of the most critical behavioral skills a manager can possess.
Example: A manager receives constructive feedback on a team presentation, listens attentively, asks clarifying questions, and commits to making improvements based on the feedback.
Action Steps to Handle Criticism Effectively:
Understand that criticism is part of the feedback and a necessary step in the improvement
Let the critic know how you will use their criticisms and why
Respond openly, honestly, and earnestly to critiques
Do not take criticism personally
Finally, develop critical thinking skills yourself, which will make you better understand the criticism
Encourage Teamwork
From getting everyone on the same page to working towards a common goal, encouraging teamwork is an essential behavior skill for any manager. It’s one of the most significant factors that can determine success or failure, and it starts at the top with the leader. A great manager sets an excellent example for their team and inspires them to work together towards a common goal. They should be able to build strong relationships with their team members and trust them implicitly.
Example: A manager organizes a brainstorming session, actively participates in the discussion, and ensures all team members contribute ideas and feel valued.
Action Steps to Effectively Build Teamwork for Managers:
Creating dependency on each other
Motivating the team members to find solutions to problems themselves, taking the help of each other
Difficult people at work can come in many different forms and different situations. They can be disruptive, disrespectful, and uncooperative. In some cases, they may even be fraudulent or dishonest. However, the underlying problem is usually the same: someone is trying to assert themselves in a way that doesn’t feel comfortable or safe for you. To carry out the managerial role effectively, managers need to develop the behavioral skill to handle these difficult people effectively. While it can be challenging to deal with difficult people at work, you can employ several strategies to help mitigate the effects of their behavior.
Example: A manager interacts patiently and empathetically with a team member who consistently disagrees with others, addressing their concerns while redirecting their behavior positively.
Actions for Managers to Handle Difficult People Effectively at Work:
Understand that difficult people are not necessarily bad people
Be patient when dealing with these difficult people
Avoid getting drawn into a confrontation
Don’t take their behavior personally
Further, make sure you are thorough with your company’s policy regarding challenging behavior
Finally, keep a positive attitude throughout
Stay Positive When Things Get Tough
No matter how challenging the situation might seem, always remember to stay positive. It is one of the most critical behavioral skills that a manager needs to succeed. It is easy to get down on yourself and give up when things are tough. However, remaining positive will help you stay motivated and focused on your task. It will also help you keep a positive attitude towards your team and inspire them to keep going even when things get tough. Ultimately, this will help you achieve your goals faster and less stress. Also, managers can push employees to stay positive in tough times by modeling positivity.
Example: During a challenging project, a manager maintains a positive outlook, highlighting the team’s strengths and progress to boost morale and motivation.
Some keys to staying positive in difficult times include:
Remaining upbeat and positive in conversations
Remembering that everything will eventually work out
Cultivating a sense of optimism and hope
Sticking to your goals despite obstacles
Further, you should work on self-improvement
Handle Conflicts
Managing conflicts in the workplace is one of the essential behavioral skills and also a critical competency every manager needs to have. You must be able to identify and address conflicts head-on professionally and effectively. Constructive and Judicious conflict resolution is crucial for the smooth functioning of any organization. You can build trust and relationships with your team members, which is essential to successful management. Effective conflict resolution leads to cooperation, improved teamwork, more productive employees, and ultimately firmer relationships.
Example: When two team members have a disagreement, a manager arranges a private virtual meeting, listens impartially, facilitates dialogue, and helps them find a resolution.
Some keys for managers to effectively handle conflicts include:
Listen attentively to each point of view and offer constructive feedback
Address the root cause of the conflict promptly
Further, avoid personal attacks or demeaning comments directed at others and be open to disagreements
Finally, offer support and praise after successfully resolving the conflict conflict
Motivating Employees
To be a successful manager, it is essential to have the behavioral skills to motivate and encourage your team. Whether through giving them feedback and constructive criticism or inspiring them with praise and rewards, being a good manager requires effective communication and understanding of human behavior. By understanding how your team works and what motivates them, you can help them reach their fullest potential and achieve the goals that you set for them.
Example: A manager acknowledges an employee’s exceptional effort, publicly praises their dedication during a team meeting, and expresses gratitude for their contributions.
Some keys to motivating your employees include:
Provide consistent feedback and encouragement
Create a positive work environment by adopting strong organizational values
Further, encourage team members to take on additional responsibilities
Managing change is one of the most critical behavioral skills that any manager needs to have in their arsenal, as it is a constant challenge and a never-ending task. The success of any business is often closely tied to the ability to deal with change. A good manager can deal with change effectively. They can take a step back and think about what is essential, no matter how challenging or disruptive the situation.
Example: During a company restructuring, a manager communicates openly about the changes, addresses concerns, and provides guidance on adapting to new roles.
Some keys for managers to deal with change effectively include:
First, understand the potential benefits and risks of change
Next, be prepared to implement change quickly and efficiently
Make sure to control the chaos and confusion that can often accompany change
Further, ensure that all team members are up-to-date and understand the changes
Finally, take care of yourself – don’t overwork or bottle up feelings to maintain control during changing times
Delegate Effectively
No one can do everything themselves, and that goes for managers as well. So, it’s important to delegate tasks and responsibilities to the right people to focus on the bigger picture. When you delegate effectively, you create a strong foundation for effective management. You can then invest your time and resources in more strategic pursuits.
That is why delegating effectively is one of the managers’ most critical behavioral skills. It will help you save time and energy and ensure that your team is fully operational. It also enables you to practice effective time management and keep yourself away from workplace distractions.
Example: A manager assigns tasks based on team members’ strengths, clearly defines expectations, and trusts them to take ownership of their responsibilities.
Some keys for managers to delegate effectively include:
Break the task or the project into small chunks
Identify who can perform the sub-tasks depending on the skillset
Communicate the mission, expectations, and timelines clearly and coherently
Further, be available for doubts or clarifications the team might have
Finally, give constructive feedback after the completion of the task
Develop Leaders
If you want to increase your chances of success with your team, you need to develop leaders within your team. Good leaders don’t just motivate their team to achieve success; they develop the team members into leaders themselves. Leaders make their team better equipped to handle challenges and reach their goals by encouraging and nurturing individual strengths.
By developing leaders within your team, you can enhance your team’s effectiveness to a great extent. These leaders within your team will drive change, take charge when needed, and motivate their fellow team members to work together and achieve their goals. Developing leaders is one of the most critical behavioral skills a manager needs to grow.
Example: A manager identifies a team member with leadership potential, offers additional responsibilities, mentors them, and provides opportunities for skill development.
Some keys for managers to develop leaders within their team include:
Further, provide different team members opportunities to lead specific endeavors from time to time
How Strong are your Behavioral Skills?
As we have noted, behavioral skills are among the most important skills for managers to thrive in workplaces. To help you understand how well you are doing, Risely has designed free leadership skills self-assessments for managers and leaders. Check out now to find where you stand!
Behavioral skills are the essential traits that every successful manager needs to have to lead their team to success. These are the intangible qualities that make people successful in their jobs, and they encompass everything from the ability to self-manage to the ability to delegate or motivate others. Simply put, behavioral skills are what make people successful at being managers. Managers can ensure effective leadership by developing these skills mentioned above using the following keys and some behavioral skills training.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
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A helpful guide for managers to understand the common workplace conflicts and manage them effectively.
What is a toxic manager, and how to never become one?
As a manager, it’s essential to be aware of the signs if you’re becoming toxic. Suppose you can identify the signs early on and take the necessary steps to stop your toxic behavior before it continues. In that case, you’ll be in a much better position to lead a healthy, productive team. In this post, we’ll understand who is called a Toxic Manager and what impact their toxicity has on their team. We’ll be further adding ten valuable tips on how managers can protect themselves from becoming toxic in their roles. So, let’s start!
Until now, the definition of a toxic manager has been left up to individual interpretation. But now, there’s a definition that’s been made based on the research conducted. A toxic manager drives talented people away, ruins the workplace culture, and has no respect for the team. This type of manager is toxic not only to the individual employee but also to the whole team. As a result, the workplace becomes a toxic environment. Such managers are often intolerant of others, and their actions negatively impact productivity. Toxic managers can quickly turn a team into an atmosphere of intimidation and fear. They can be both verbally and emotionally abusive and often resort to spiteful and underhanded tactics to get their way. A Toxic Manager is often untrustworthy and unreliable, putting the entire team at risk.
This toxicity is not specific to any specific type of management. It can flow or foster in any department, from HR, sales, IT, or even project management. Each department of any business is at the risk of having a bad boss or a bad manager whose toxic leadership and toxic behavior create a toxic workplace and may even severely affect the company culture. They lack empathy, compassion, emotional intelligence, or even the basic sanity necessary for managing a team effectively.
They can have a significantly -lousy impact on their team; we will discuss this impact in detail in our next section.
A Toxic Manager’s impact on the team
As mentioned earlier, a toxic manager’s impact on the team can be devastating.
Their actions can cause individuals to feel disrespected, unappreciated and paranoid.
They can also lead to a loss of trust and morale, which will impact productivity.
In addition, teams under the direction of a toxic boss or manager often experience conflict and disharmony.
The Toxic Manager is usually very quick to take offense even when there is no real offense being committed, which can lead to Drama Triangle situations.
Teams under the control of a toxic manager are also highly likely to experience burnout.
In short, a toxic manager can take in a good team and destroy it. Their toxicity ends up causing the best employees to leave and the reaming to lose all motivation.
How To Protect Yourself From Becoming A Toxic Manager
1. Keep a constant check on your behavior
Sadly, toxic behavior is becoming an increasingly common problem in the workplace. It manifests in various ways, from oral toxicity to emotional toxicity. Toxic behavior is never acceptable, and it needs to be stopped at all costs! If you want to protect yourself from becoming a toxic manager yourself, keep checking your behavior. Be aware of your words and actions, and be mindful of how they impact the people around you. If you see any signs of causing harm or distress, take steps to address them immediately. If physical meetings bring out your toxic behavior, try keeping most of the conversations through email.
2. Don’t micromanage
Micromanagement is extreme and often counterproductive management that involves doing everything possible to control every aspect of employees’ work. Micromanaging employees can be a recipe for disaster, leading to stress, unhappiness, and even burnout. Therefore, the first step to avoid becoming toxic is to keep micromanagement entirely out of your leadership style. Try to become a good coach and provide clear and straightforward instructions, and give your team the freedom to discover and innovate on their own. It will help them achieve their goals more effectively while also reducing the need for you to be involved in every aspect of their work.
3. Do not bully or backbite your employees
Toxic managers are not only unprofessional but also bully and backbite their employees. These behaviors destroy morale and lead to resentment, which can ultimately lead to a termination or make retention too hard. If you want to avoid becoming a toxic manager, be careful not to bully or backbite your employees. Instead, focus on building a positive rapport with them and encourage them to voice their concerns and problems. Keep your interactions with your team constructive, professional, and positive. If you need to criticize someone, make sure that it is constructive and comes out positively.
4. Avoid putting down or demeaning others
The toxic manager often takes pleasure in criticizing and putting people down. It doesn’t make them look good; it makes them look like jerks. Toxic behavior can quickly spread like wildfire in a work environment and have serious consequences. If you’re trying to stay safe and manage your career growth, it’s essential to avoid putting down or demeaning others. Doing so will only cause resentment, anger, and frustration, which will only lead to problems. Instead, try to take the high road in any situation and remain objective. It will help you build trust and respect with your team and ultimately help you achieve your goals.
As a manager, it is your responsibility to protect your team members or co-workers from being exploited. We often see managers misuse others’ weaknesses to achieve their own goals. For example: If an employee has the weakness of not being able to say no to things, a toxic manager will keep on giving them extra work or responsibilities, knowing that they’ll accept it. If you want to avoid becoming a toxic manager, do not ever misuse someone’s weaknesses to take advantage of them or make them feel powerless. Instead, use your knowledge and skills to help them achieve their goals. It will make them feel appreciated and motivated and help you build a strong team for the long term.
6. Avoid getting caught up in the drama
One of the best ways to protect yourself from becoming a toxic manager is to avoid getting caught up in the drama. It can be easy to get wrapped up in office politics, but it’s important to stay above the fray. Try to focus on your work and your goals, and don’t get drawn into arguments or backstabbing. If you see that someone is getting caught up in the drama, try to help them out. Offer them advice, or recommend that they talk to a therapist or counselor. Drama can be addictive, but it’s important to remember that it’s time-wasting and above all “Toxic”.
7. Avoid getting personal with someone
Toxic managers are often characterized by their need for control and tendency to be overbearing. They also tend to be personal, nit-picking, and reactionary. Ultimately, these behaviors lead to a tense and dysfunctional work environment, which can eventually impact the private lives of their subordinates. If you want to avoid becoming a toxic manager, staying away from getting personal with your team members is essential. Instead, focus on building relationships based on trust and mutual respect.
8. Avoid biases and favoritism
When it comes to managing people, the danger isn’t just in making wrong decisions – it’s in adopting a bias or favoring one person over another. It can have serious consequences, leading to resentment, infighting, and ultimately, staff turnover. To avoid becoming a toxic manager, be vigilant about preventing bias or favoritism in your interactions with your team. It will help ensure that everyone feels appreciated and respected and that all voices are heard.
9. Avoid creating unnecessary issues or mentally harassing someone
As a manager, it is your responsibility to create an environment where your team can thrive and be productive. However, if you are not careful, you can easily create needless issues or mentally harass your team members. You may do it by setting too tight or almost unachievable deadlines, assigning work to your team members out of their roles, or putting too much undue pressure.
To avoid becoming toxic, you should first avoid creating unnecessary problems by setting clear and concise expectations, enforcing them fairly and consistently, and being available to answer any questions your team members may have. Additionally, be mindful of the words you use and refrain from speaking to your team in a derogatory or insulting manner as it may negatively affect their mental health. Finally, always remember that working under pressure can be beneficial but only to a certain extent. It would help if you never went beyond this extent to put pressure on your teammates.
10. Don’t pit team members against each other
If you want to keep your team healthy and productive while keeping yourself away from becoming a toxic manager, it’s essential to avoid pitting team members against each other. Pitting team members against each other creates resentment and disharmony and can lead to miscommunication, ineffective decision-making, and even sabotage. Instead of making this toxic environment, aim to build a supportive team environment. Each team member should agree with and back each other’s decisions, bring their unique skills to the team, and enjoy their company. Reward team members for their hard work and make sure that everyone feels like they have a voice and an impact on the overall direction of the company.
Conclusion
To conclude, toxic managers can ruin any workplace, especially those where personal interactions are essential for productivity. They can be very destructive and demoralizing, where employees feel like they can’t do anything right. The worst thing is that they often seem to thrive on conflict and dish it out as if it’s their favorite food. Therefore, you as a manager should protect yourself from becoming a toxic manager at all costs. The tips outlined above will keep you from maintaining the necessary distance from toxicity and move you towards becoming great managers.
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8 Steps Managers Should Take When A Team Member Leaves
It can be hard to adjust when a team member leaves, but it’s even more complicated when that team member leaves of their own accord. If you’re the manager of a team, there may be times when you witness these voluntary departures of some key members of the team. It may bring much chaos to the workplace and bring significant losses.
But that doesn’t mean you should be scared of it. In this blog, we have listed some steps for you to follow, which you can use first to retain the employee or move on from the departure once you are sure that the departure will occur.
A team member’s resignation signals the end of the relationship between them and the team and a loss of talent within the team. The person leaving also takes away a wealth of knowledge and experience that can be difficult to replicate. Not only will the departing employee be challenging to replace, but any projects or projects designated to the departing employee will have to be completed by someone who is not as familiar with the context and objectives of those projects.
Backfilling costs
When a team member leaves, it is essential to be prepared for the backfilling costs that will follow. It includes the cost of hiring a temporary replacement and training that the temporary employee may need to be up to speed with the company’s business. Moreover, finding someone new will itself take the company’s resources. Also, bringing someone permanently in that role and getting them to the same productivity levels takes time, energy, and effort from the manager and the organization.
Productivity loss
A company can experience a significant loss in productivity when an employee leaves. Not only is the individual gone, but their skills and knowledge also depart with them. The departing employee might have been the company’s most knowledgeable person on a particular subject, and without them to provide input, it can be difficult for the rest of the team to keep up. Additionally, the departed employee might have been a significant source of motivation for the rest of the team, and their departure can lead to a loss in morale. Also, there is a significant productivity loss by the time the replacement hire becomes fully productive.
Goodwill loss
Goodwill is the overall impression that employees have of the company. When any team member leaves, this impression gets tarnished. The first reason they’ll figure out of this employee departure is that either the organization or manager are not good enough to keep their employees, or there are way better opportunities out there. There is no doubt that when an employee leaves, the company experiences a loss of goodwill. This loss can result in reduced retention rates as even the remaining employees may start to look for other jobs that are more fulfilling and satisfying.
The disruptive effect on team dynamics
A disruption in team dynamics can occur when a team member leaves the company. It can be challenging for both the employees who have to change their working environment and the manager who faces an increased workload. The employees have to learn how to operate in a new environment, but they also have to integrate into the team seamlessly. The departure of an existing team member will also lead to more workload for the rest of the team. It could potentially lead to additional stress and burnout eventually.
Retention Or Not?
Once a team member decides to leave, you must choose first “If you want to retain that team member or not?” The answer to this question may depend on the performance levels, the cultural fit, and the overall value creation potential of that individual. When the employee discusses their decision to quit, this is the first question you must answer as a manager.
If you try to retain that person, how will you do it? Steps for all that are as follows
Start by assessing the performance of that team member
It must be overwhelming for a manager when a team member leaves suddenly. However, there may still be a chance to retain them. But, how will a manager know whether they should retain this team member or not? Assessing their past performance will be the right way to do that. If the team member could not achieve their goals or could not do their job justice, their departure won’t affect you or your team much. So, you shouldn’t be making any effort to retain them. On the other hand, if the team member was doing a good job, you should go for putting an extra effort into retaining them.
If you are going to try to retain that team member, try understanding their motivations behind making this decision
After assessing the performance, if you believe that you should retain the team member, you should aim to understand the motivations of that team member behind deciding to leave. You can start by understanding what was lacking in their job and what was in their position that they were not happy about. E.g., understanding that they may be looking for more responsibility, more recognition, more autonomy, etc. Or maybe they just got a better opportunity outside.
Try offering what can meet the expectations of that team member
Open the table for negotiation and let the team member tell you what exactly they do seek. Once you know what was lacking in their job and what was there that they didn’t like, you can offer to make changes that can meet their expectations. For example, if you understood that they were looking for more responsibility, more recognition, or lesser micromanagement, you can offer them providing the same if they decide to stay. If they are a vital team member who is valuable in terms of talent, you can even offer them a raise or promotion or some extra flexibility in their work.
Conclude the process with the idea of whether the employee is leaving or not
Once you are done making offers to retain the departing employee, make sure to conclude the retention process with a clear yes or no. It is necessary as a team member’s departure will bring many tasks for you as a manager. And, if you are stuck in figuring out if they’ll stay or not, you’ll be unnecessarily wasting a lot of your valuable time and resources.
Be clear in your offers and expect the team member to be clear about if they accept those offers or not. There should be a clear YES or NO. If they accept the offer and are ready to stay, well and good. But, if they don’t and they choose to stick to their decision of leaving, the next section will tell you what steps you should follow in this case.
8 steps for managers to take when they are sure about the departure
1. Acknowledge the team member’s decision
When someone is sure that they will leave the team, it can be challenging to manage the fallout. Managers need to acknowledge the team members’ decisions and do their best to provide them with as much support as possible. They must cope with the fact that this departure will take place and should prepare themselves to take the necessary steps forward.
Some managers make the mistake of becoming bitter if the team member leaves the company. This essentially happens as managers take the departure personally. This makes the employee’s exit and transition more difficult as the relations are strained during this critical time of change. The exiting employee finds it hard to hand over and transition gracefully in such an environment. Moreover, it impacts the overall team environment and morale.
2. Finding a replacement before the team member actually leaves
Once it is sure that a team member will be quitting the job, for the next steps, managers should try to find a replacement for the departing team member. They should ensure that this replacement can come before the team member leaves. You may take the help of the HR department for this. You may find the replacement in many ways, including:
Hiring an outside candidate suitable for the role
Promoting a comparatively junior team member who has the potential to take over the role
Allowing someone else who has an interest in this role within the organization even though from a different team
Breaking the role and its responsibilities of it into small manageable chunks and delegating it to other members of the team
3. Discuss the departure with the team and internal stakeholders
As a manager, you should give the information about this departure to your team and the internal stakeholders you believe will be affected by the departure. It would help if you also were sure to inform your higher-ups for records. It is necessary to ensure that the team and these internal stakeholders prepare themselves to deal with the gap it will create and minimize the disruptions as much as possible. During this discussion, you should also ensure that your remaining employees and co-workers are not severely affected by this departure.
4. Discuss the departure with external stakeholders and communicate transition plans
When a manager is sure about an employee’s departure, it is essential to discuss the situation with external stakeholders (clients, vendors, partners, etc.) and discuss transition plans. You should send them an official communication regarding the departure. That communication should convey the changes that will come shortly due to the exit. Also, the communication should talk about the transition plan and the steps you are taking to minimize any adverse impact on the work to build confidence.
Doing so can ensure that all parties are on the same page and that there are no surprises down the road. It will help minimize potential conflicts or misunderstandings and result in a smoother transition for all concerned.
5. Handle any unfinished business
When a team member leaves the company, handling any unfinished business as gracefully as possible is crucial. It includes any unfinished pieces of work, documenting work they have done, preparing knowledge transfer sessions and documents, etc. It is also essential to ensure that they return all office supplies and equipment. You should also get them the pay off all outstanding debts. By taking these simple steps, you can ensure that the departure is as smooth as possible for both the employee and the company.
6. Facilitate an effective handover for a smooth transition
When a team member leaves your team, there are a few things you, as the manager, need to keep in mind to facilitate an effective handover. First and foremost, make sure you have a clear and concise plan for the handover. It should include information about who will be the replacement of the departing employee during the transition period.
Secondly, be sure to communicate your expectations and goals for the role of the departing employee effectively and honestly to the replacement. Take the help of the departing employee to prepare the replacement to take over the role and its responsibilities. Finally, make sure you provide ample resources and support to the replacing candidate to help them with their transition when a team member leaves.
7. Ensure a good farewell
When a team member leaves, there are a few things that you should do to ensure a good farewell. These include:
Be sure to show gratitude and thank them for their contributions to the team. Let them know that you appreciate everything that they’ve done
Please provide them with any relevant information or guidance that they may need during their leave
Thank them for their time with your team, and let them know that you’ll keep in touch
Make sure to send them off with a positive attitude and wish them all the best for the future
8. A Good Exit Conversation
When a team member leaves, a manager can understand their intentions and the team dynamics from an internal point of view through an exit interview or conversation. These conversations are critical to closing the relationship in a mutually respectful and satisfactory manner. Moreover, they help you understand the cause of discontent that might hurt your team.
9. Move on
In the end, managers need to understand that no matter how effectively they handle their team, there will be departures, and there isn’t much they can do about it. After being sure about the departure and following all the steps listed above, moving on from the departure is essential. Assure yourself that you did your best as a manager and push yourself ahead from the employee’s departure. Look ahead and aim to be even more effective as a manager in the future.
Conclusion
Managers must be prepared for the possibility of employees leaving the company. It can be challenging and destructive when a key team member leaves. But sticking to it can be even more destructive, and it is better to accept it and move on. By following these simple steps listed above, managers can help minimize the adverse effects of a departure on the business.
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The best course of action to take when a team member leaves is to wish them farewell and take lessons from their journey with the team. You can bring out the best memories and positive experiences built together to conclude the liaison on a healthy note.
How do you announce a team member leaving?
Announcing the exit of a team member can be tricky, but it’s best to address it directly. Be forthright about the decision and inform the rest of the team about it. Moreover, as the team is undergoing a shuffle, plan the next set of action and distribution of responsibilities as well with the remaining team members. Ensure that they do not feel shocked and do not leave space for miscommunication.
How do you say goodbye to old team members?
Wishing farewell when an old team member leaves is an emotional moment for the team manager. As they move on to the next stage of their journey, send them with your best wishes and support them through the decision as well while being understanding of their circumstances.
What Qualities Can Make A Manager Indispensable To Their Organization?
To be indispensable to an organization is to be a highly valued and respected member. It takes a lot of hard work, dedication, and skill to achieve this level of success. But, the rewards are worth it. Being an indispensable manager is a state in which the organization sees you as being essential to the success of your team or organization. It means that you have a crucial role to play and contribute value to the team and that others would not be able to carry out their duties or pursue the organization’s goals without you. Being indispensable is an essential quality for any professional and can help you stand out from the crowd and be successful in your career.
This blog post will discuss the eleven qualities that make managers indispensable to their organizations. Let’s start with understanding why managers should aim to be indispensable to their organization.
Why should a manager aim to be indispensable to their organization?
There are many reasons why a manager should aim to be indispensable to their organization. First and foremost, it leads to several benefits, including
More autonomy and responsibility
The first reason managers should aim to be indispensable is to get more autonomy and responsibility from their senior management. When they are indispensable, their superiors trust them to take on more challenges and deliver with freedom. This autonomy and responsibility give them the freedom and the flexibility to deliver on their promises. They can then work without much external control or direction, which leads to higher productivity and more significant innovation in the managerial process. As a result, they can impact the organization much more than if they were just an average manager. High autonomy also brings high expectations and makes it easier to meet them.
More likely to witness faster career growth
Maintaining an indispensable role at work is a critical factor in career growth. Indispensable managers are more likely to witness faster career growth, receive better performance evaluations, and be promoted more rapidly. They are also more likely to be retained in their roles. There is higher job security and a lesser chance for them to face termination or layoff. It is because your superiors highly value your skills and abilities. They are more likely to give you the resources and support you need to achieve more significant and faster career growth.
Work on the most critical problems faced by the company
The trust a manager can build with their senior managers by being indispensable to the organization is what gets them a chance to work on the most critical problems faced by the company. By getting an opportunity to work on these problems, managers can get a chance to enhance their problem-solving skills. They can also expand their knowledge about the company and industry they work for, which will help them make better decisions in the future. They can then prove themselves even more valuable to the company.
Get to be a role model for high-performance standards
As a manager, it’s essential to be indispensable to your team so that you can drive success both individually and as a team. Indispensable managers can set high standards for performance, motivate their team and get the most out of them. They also enjoy a high level of trust and respect from their team and can communicate effectively with them. It makes it easy for them to get the most out of their team and achieve results that are above and beyond the expectations of others.
11 qualities that can make managers indispensable to their organization
Managers play a critical role in the success of an organization. They are the ones who keep everything running smoothly by solving problems, building solid relationships, and leading the team to victory. To be an indispensable manager, it’s essential to have the following qualities:
The ability to think outside the box
To become an indispensable manager, the first quality you need is to think outside of the box. It is not only necessary to come up with innovative solutions to complex problems, but also to stay ahead of the curve. By being unpredictable and constantly evolving, you can keep your team on their toes and challenged. Plus, it will make them more creative and open to new ideas, which is a crucial ingredient for success in any field. If you can manage to instill these qualities in your team, you will be well on your way to becoming an indispensable manager.
A good sense of how things work within the organization
An indispensable manager is someone who understands the organization and how it works. This person understands the systems and how they function and the people within those systems. They are in an excellent position to make decisions to help the organization achieve its goals. This quality reduces the chance of them going off track or committing any misconduct, and it will save them from any backlash, conflict, or grievance that might come their way.
Strongly aligned with the company’s vision and mission
A manager with strong alignment with the company’s vision and mission becomes essential to an organization’s success. They understand the company’s objectives and goals and are committed to upholding them. They also have a deep understanding of the company’s competitive landscape and know how to navigate through it. It enables the manager to provide guidance and direction that aligns with its long-term interests.
The ability to lead, teach, and motivate others
Many qualities make a manager indispensable, but arguably the most essential quality is the ability to lead, teach, and motivate others. An indispensable manager is, in fact, backed by an indispensable team. A good manager can lead their team to achieve their goals, teach them new skills and strategies, and encourage them daily to work harder than ever before. It is an essential quality for any manager, as it pushes employees to exceed their expectations from them, maximize their efforts, and ultimately achieve the goals and objectives of the company.
Another quality that makes a manager indispensable to the organization is strong interpersonal and communication skills. It is essential to build trust between team members and effectively deliver messages. Being able to listen carefully, empathize with others, and get their point of view are essential skills that make a manager excellent and robust in interpersonal communication and so indispensable. Moreover, having the ability to handle difficult conversations constructively is also a part of it.
The ability to prioritize and manage multiple tasks simultaneously
The quality to prioritize tasks and manage multiple tasks simultaneously is also a quality that can make a manager indispensable to their organization. This quality enables them to know how to delegate the work effectively and keep track of everything. There is a scant chance of managers missing essential tasks or deadlines with this quality. Managers who possess these qualities are usually well-organized and good at time management, and they also set a perfect example for their team.
The ability to set the tone for success in their organization
The ability to effectively lead and manage their team will not be enough to make a manager indispensable. They should also possess the ability to set the tone for success in their organization. This quality involves embodying the culture and values of the company they work for. By having this quality, they can create an environment conducive to success. It means that indispensable managers have the know-how and skills necessary to succeed. They also have the mindset and attitude required to lead their team to victory. Setting a positive example can create a positive workplace culture where everyone is motivated and excited to reach their goals.
The ability to work independently and handle stressful situations
Being an indispensable manager also requires working independently and effectively handling stressful situations. It means that they need the ability to take on tasks without the need for supervision. They should also be able to handle any situation that arises. Managers also need to be able to think on their feet, come up with solutions, and get the job done even in stressful situations. Having this quality will make the manager a valuable asset to the company and, hence, indispensable.
The ability to be a team player
Together with the ability to work independently at times, managers also need the ability to work as a team player to become indispensable to their organization. It means that you must be able to put the needs of the team and co-workers first. You should also try to help out wherever and whenever you can. Managers who have this ability can foster a collaborative environment within the organization and help the team accomplish its goals. By demonstrating this quality, you will be able to build a strong relationship with your team members. You will also be able to earn their trust. This will ultimately make you an invaluable asset to your organization.
The ability to solve problems timely and effectively
To be genuinely indispensable, managers need to have the ability to solve problems quickly and effectively. It means that they need to have the ability to think on their feet. They should also be able to develop creative solutions to complex issues too promptly. By doing this, managers can help their team resolve any problems that may arise. It will ensure that the company continues to run smoothly. In addition, solving problems timely and effectively goes a long way to help managers build a good reputation within their organization. This can help them to grab any growth opportunities down the line.
Strong sense of ownership
Finally, managers need to demonstrate a strong sense of ownership for their work to be indispensable to the organization. It means feeling like you are driving the direction of your organization and not just executing what the higher-ups ask of you. This mindset sets you apart from the average manager, who is more focused on meeting deadlines and meeting the expectations of senior managers. You should be passionate about your work, and you should own what you contribute to your organization. You should further be committed to ensuring that your team performs at its best.
Conclusion
Being indispensable to your organization isn’t easy, but it is definitely worth the effort. Managers who aim to be indispensable can provide the best possible service to their customers, colleagues, and the organization. By identifying the qualities that make them indispensable, managers can work towards achieving this goal. Don’t wait any longer; take the plunge and aim to be indispensable to your organization!
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