Tag: Great Manager

7 Examples of Employee Relations Issues and How to Handle Them

7 Examples of Employee Relations Issues and How to Handle Them

Good employee relations are essential for a healthy and productive work environment. However, even the best-managed organizations can face employee relations issues from time to time. These issues can range from conflicts between employees to serious safety concerns in the workplace. As an HR manager or employee relations manager, it’s essential to have a solid understanding of handling these situations when they arise. This blog post will review seven common employee relations issues and provide practical tips on taking them effectively. We’ll also discuss the critical elements of a valuable framework for resolving employee relations issues and the essential skills required for managing them. So, whether you’re a seasoned HR professional or just starting, this post will help you continually improve employee relations in your organization.
Table of Contents

Understanding Employee Relations

Developing good employee relations is crucial to fostering a positive work environment. It involves addressing common issues such as misunderstandings and gossip, promoting open communication and inclusion, and ensuring transparency. By implementing best practices for effective employee relations, HR professionals can create an environment where employees feel valued and supported. Employee relations managers are a critical actor in this area. Employee relations managers ensure that the concerns of the team members are heard and resolved promptly. Their job calls for an active approach that provides a seamless workplace experience to everyone. Hence, there are a number of issues that they have to deal with. While the details can vary, we have created a list of common employee relations issues to understand their impact and share potential solutions.

Common Employee Relations Issues and How to Handle Them

Addressing workplace conflicts promptly and fairly is essential for maintaining good employee relations. Ensuring equal pay and preventing discrimination is crucial to fostering a positive work environment. Implementing effective onboarding and training programs can help employees feel supported and engaged. It is essential to promote employee engagement through regular communication and recognition to prevent disengagement in your team.  Additionally, handling absenteeism and attendance issues appropriately can help maintain productivity and accountability within the team. Managers can create a happy workplace and contribute to the company’s overall success by addressing these common employee relations issues.

Conflict Management

  • Scenario: Two team members, Sarah and John, are in a conflict over a project’s direction. They disagree on the approach, and this has caused tension.
  • Impact: The conflict disrupts teamwork, hampers productivity, and creates a negative atmosphere.
Promptly and objectively addressing conflicts is critical to effective conflict management. Encouraging open communication and active listening helps parties express their views and concerns. Mediating discussions allows for the exploration of mutually beneficial solutions. Conflict resolution techniques like negotiation or compromise can help find common ground. Providing training and resources ensures employees have the tools to prevent future conflicts. By implementing these strategies, relations managers can create a harmonious work environment, improving morale and contributing to the company’s overall success.

Pay Disputes and Wage Issues

  • Scenario: An employee, Alex, believes their pay is unfairly low compared to colleagues with similar roles.
  • Impact: Low morale, reduced motivation, and potential talent loss.
Ensuring fair and timely payment is crucial for employee satisfaction and retention. Communication and transparency can effectively address pay discrepancies. Regular audits and reviews of wage policies ensure compliance with labor laws. Implementing a clear and transparent pay structure minimizes disputes. Seeking legal guidance resolves complex wage-related issues. Incorporating these strategies into your employee benefits framework will create a happy and productive workplace.

Safety Concerns in the Workplace

  • Scenario: Employees in a manufacturing plant report both physical safety issues (e.g., faulty equipment) and psychological concerns (e.g., stress due to tight deadlines).
  • Impact: Workplace injuries, reduced morale, and decreased productivity.
Providing a secure work environment is crucial for employee well-being and productivity. Regular safety inspections and risk assessments can help identify potential hazards, ensuring the safety of employees. Implementing employee training and awareness programs promotes a culture of safety, encouraging everyone to prioritize their well-being. It is essential to promptly address safety concerns and take corrective actions to maintain employee trust and loyalty. Establishing a reporting system creates an open and transparent environment, enabling employees to raise safety issues without fear of retaliation.

Managing Annual Leave Disputes

  • Scenario: An employee requests time off for a family emergency, but the manager denies the request due to workload concerns.
  • Impact: Employee dissatisfaction, potential burnout, and decreased team morale.
A transparent leave policy promotes consistency and fairness among employees, ensuring everyone understands the guidelines. Encouraging advance notice and proper documentation simplifies leave management, minimizing disputes. Self-service timekeeping software empowers employees to track their annual leave, enhancing transparency. Regular communication and reminders about leave policies are proactive measures to reduce misunderstandings. Additionally, planning for peak vacation periods in advance can help avoid conflicts and disruptions within the team. Maintaining open dialogue and adhering to a well-established leave policy is crucial to effectively managing annual leave disputes.

Timekeeping and Attendance Problems

  • Scenario: An employee, Sam, frequently arrives late and takes extended breaks.
  • Impact: Disruption to team productivity, resentment, and increased workload on others.
Accurate timekeeping is crucial for operations and fair payroll processing. Implementing a time-tracking system enables managers to monitor attendance and identify patterns of absenteeism. By providing clear expectations and consequences for attendance issues, employers promote accountability among their workforce. Additionally, flexible work arrangements can improve employee work-life balance and reduce absenteeism. Regular communication and feedback on attendance expectations foster a culture of responsibility within the organization. These measures contribute to better time management, increased productivity, and overall success in employee relations.

Performance Issues 

  • Scenario: An employee, Lisa, consistently fails to meet targets.
  • Impact: Reduced team morale, potential impact on overall performance, and stress for Lisa.
Regular performance evaluations are an excellent way to identify areas for improvement and recognize achievements. Providing constructive feedback and coaching can help employees overcome performance challenges. Setting clear performance expectations and goals improves employee motivation and engagement and enables them to understand what is expected of them. Offering training and development opportunities enhances employee skills and overall performance. Additionally, documenting performance issues and implementing performance improvement plans can effectively address persistent problems and ensure your company’s success.

Dealing with Unresolved Conflicts

  • Scenario: Employees Sarah and Mark have ongoing conflicts that disrupt their team’s dynamics.
  • Impact: Decreased team cohesion, reduced productivity, and potential talent loss.
To promote a positive work environment, it is important to encourage open communication and active listening. Employers can effectively address employee disputes by implementing mediation and conflict resolution techniques. A formal grievance policy provides a structured approach to resolving conflicts. Additionally, identifying the root causes of conflicts can help prevent their recurrence in the future. In complex situations, involving a neutral third party can facilitate resolution. Creating an atmosphere of understanding and collaboration is essential for resolving unresolved conflicts.

Workplace Bullying and Discrimination

  • Scenario: An employee, Jamie, experiences bullying behavior from a colleague.
  • Impact: Psychological distress, decreased morale, and potential legal consequences.
Promoting a safe and inclusive workplace is crucial in employee relations. Having a zero-tolerance policy for bullying and discrimination creates a supportive environment. Regular anti-bullying and diversity training sessions raise awareness and educate employees. Addressing complaints demonstrates a commitment to employee well-being. Implementing clear reporting procedures empowers employees to report incidents without fear of retaliation. Encouraging bystander intervention and support networks helps combat bullying and discrimination.
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Developing a Framework for Resolving Employee Relations Issues

Establishing a framework is essential to address employee relations issues effectively. This framework should include critical elements such as clear communication and conflict management. Flexibility is also vital in resolving these problems, as it allows for adaptability to changing needs. Developing policies and procedures that are fair and unbiased is another crucial aspect of the framework. Regularly reviewing and improving this framework ensures that it effectively addresses employee relations issues. By implementing a well-designed framework, managers can navigate common employee relations issues and contribute to the company’s overall success.

Key Elements of an Effective Employee Relations Issues Framework

A practical framework for employee relations relies on several key elements. 
  • First, there must be a clear understanding of company policies and procedures, ensuring everyone knows their rights and responsibilities. 
  • Consistent enforcement of rules and regulations is essential to maintain a fair and equal work environment. 
  • Encouraging open and honest communication fosters trust and transparency within the organization. 
  • Fair and unbiased conflict resolution procedures should be in place to address any issues that may arise. 
  • Finally, continuous improvement based on feedback and evaluation helps to ensure that the framework remains effective and adaptable.

The Importance of Flexibility in Employee Relations Framework

Flexibility plays a crucial role in the employee relations framework. It allows customized solutions to address individual needs and concerns, considering different personalities and cultural differences. Moreover, flexibility enables managers to respond effectively to changing security and safety requirements, staying updated with evolving employment laws and regulations. By being adaptable and flexible, employee relations managers can create a harmonious work environment that promotes morale and employee retention. This commitment to flexibility is an excellent way for them to ensure the success of their company and foster a happy workplace.

Essential Skills for Managing Employee Relations

To successfully manage employee relations, several essential skills are crucial. 
  • Effective communication is vital in fostering understanding and trust between employers and employees. 
  • Conflict resolution skills are necessary for addressing disputes and maintaining a harmonious work environment. 
  • Empathy and understanding help create a supportive atmosphere where employees feel valued. 
  • Strong problem-solving abilities are essential for handling various issues that may arise. 
  • Active listening promotes open dialogue and encourages employees to share their concerns. 
By possessing these essential skills, managers can effectively navigate employee relations and contribute to the success of their organizations. Find more insights: 6 Tips For HR Leaders To Ensure Healthy Employee Relations

Conclusion

In conclusion, a proactive approach to employee relations is crucial for maintaining a positive work environment. Organizations can foster a culture of trust and respect by addressing conflicts promptly and fairly, resolving pay disputes, ensuring workplace safety, and effectively managing performance issues. HR managers play a vital role in creating and implementing a framework for resolving employee relations issues. Developing essential skills such as active listening, conflict resolution, and empathy is critical to effectively managing employee relations. Organizations can create a harmonious workplace where employees feel valued and supported by continually improving employee relations.

Communication is the key to effectively managing relationships. Test your skills now.

Take the free communication skills assessment by Risely today to ensure that common mistakes do not create troubles for you.

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How Persuasion Training Can Lead You To Be An Effective Communicator

How Persuasion Training Can Lead You To Be An Effective Communicator

Have you ever found yourself struggling to convince someone of your point of view? Do you ever wish you could improve your ability to persuade others to see things from your perspective? Well, look no further because, in this blog post, we’ll dive deep into persuasion training. Whether you’re a salesperson looking to close more deals, a manager trying to motivate your team, or simply someone wanting to be more effective in your personal relationships, learning the art of persuasion can be invaluable. But where do you start? What are the fundamental principles of persuasion, and how can you apply them in your everyday life? This post will explore the answers to these questions, providing actionable tips and strategies to help you become a more persuasive communicator. So, if you’re ready to take your persuasion skills to the next level, let’s get started!
Table of Contents

What is persuasion training?

Persuasion training teaches individuals to influence others impactfully and persuade their attitude to take a certain course of action. Influence and persuasion training focuses on developing skills such as effective communication, presentation, and negotiation, as well as understanding the psychology of persuasion and the factors influencing people’s decision-making processes. Persuasion training can benefit many professionals, including salespeople, marketers, managers, politicians, and even educators. By learning to persuade others effectively, individuals can improve their ability to influence others, achieve their goals, and build stronger relationships. Several sources to learn persuasion include books, workshops, seminars, and persuasion courses. These training programs include exercises such as role-playing, case studies, and other interactive activities to assist participants in developing and executing their skills in real-life scenarios. Overall, persuasion training can be a valuable investment for anyone who wants to improve their ability to communicate effectively and achieve their desired outcomes.

What is the importance of persuasion training?

Persuasion is a very high-value and in-demand skill because it allows individuals to effectively communicate their ideas, influence others, and achieve their goals, both personally and professionally. Therefore, persuasion training becomes more important as it:
  1. Improves communication skills: Effective communication is essential for success in any field. Persuasion training can help individuals learn how to communicate more effectively by teaching them how to listen actively, convey their message clearly, and respond to objections.
  2. Increases influence: The ability to persuade others is valuable in many professions. Persuasion training can help individuals develop strategies for building trust, addressing objections, and influencing others to take a desired course of action.
  3. Builds confidence: Individuals can become more confident in achieving their goals by learning how to persuade others. This can increase job satisfaction and self-esteem and improve relationships.
  4. Better decision-making: Understanding the psychology of persuasion can help individuals make better decisions by recognizing the biases and cognitive shortcuts that can lead to flawed reasoning.
  5. Enhances problem-solving skills: Persuasion training can help individuals develop their critical thinking and problem-solving skills by encouraging them to consider different perspectives and evaluate evidence objectively.
Persuasion training can help individuals become more effective communicators, influencers, and problem-solvers, leading to greater success in both their personal and professional lives.
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How to learn persuasion skills?

Learning persuasion skills requires practice, patience, and persistence. Here are some steps you can take to improve your ability to persuade others:
  1. Understand the psychology of persuasion: There are several well-established principles of persuasion, including social proof, reciprocity, authority, liking, and scarcity. By understanding these principles, you can tailor your communication style to be more persuasive.
  2. Listen actively: Effective persuasion begins with active listening. Pay attention to what the other person is saying, and show that you are genuinely interested in their perspective. This can help build trust and establish rapport.
  3. Build rapport: Building rapport with the person you are trying to persuade is essential. This can be achieved through finding common ground, using humor, and demonstrating empathy.
  4. Establish credibility: People are more likely to be persuaded by someone they perceive as credible. Establish your credibility by demonstrating your expertise, citing relevant experience, and providing evidence to support your argument.
  5. Present your argument clearly and logically: Make sure your statement is clear, concise, and easy to understand. Use logic and evidence to support your points and avoid using emotional appeals or manipulative tactics.
  6. Address objections: Anticipate objections the other person may have and address them directly. Show that you understand their concerns and provide solutions to any potential problems.
  7. Practice: The more you practice persuasion, the better you will become. Look for opportunities to practice your persuasion skills in everyday life, such as conversations with friends and family or in professional settings.
Many resources are available to help you learn persuasion skills, such as books, online persuasion courses, and workshops. You can become a more effective communicator and influencer by following these steps and investing time and effort into improving your persuasion skills.

Benefits of persuasive communication training

Persuasive communication helps you influence the listener’s behavior and drive them to your course of action. So learning persuasive communication is very essential. Along with this, there are several benefits to persuasive communication training:
  1. Increased effectiveness: Persuasive communication training can help individuals become more effective communicators by teaching them how to convey their message clearly and persuasively. This can lead to greater success in achieving their goals, whether in a personal or professional context.
  2. Improved relationships: Good communication is vital to building strong personal and professional relationships. Individuals can build trust, foster empathy, and establish rapport by learning to communicate persuasively.
  3. Enhanced leadership skills: Effective leaders are often skilled communicators who motivate and persuade others. Persuasion communication training can help individuals develop the skills to lead and inspire others.
  4. Increased confidence: By learning how to communicate persuasively, individuals can become more confident in achieving their goals and building successful relationships.
  5. Competitive advantage: Persuasion communication skills can give individuals a competitive advantage in many professions, including sales, marketing, public relations, and politics.
Overall, persuasive communication training can help individuals become more effective communicators, decision-makers, and leaders, leading to greater success both personally and professionally.

Fundamental principles of persuasion you can apply in your life

There are several fundamental principles of persuasion that you can apply in your life to become a more effective communicator and influencer, such as:
  1. Reciprocity: People are likelier to say “yes” to someone who has done something for them. By doing small favors or providing value to others, you can increase the likelihood that they will be willing to help you or agree to your requests in the future.
  2. Social Proof: People are more likely to follow the lead of others they perceive as similar to themselves. By showing evidence that others have made a particular decision or taken a specific action, you can increase the likelihood that someone else will follow suit.
  3. Authority: People are more likely to be persuaded by someone they perceive as an authority on a subject. You can increase your credibility and influence by demonstrating your expertise or credentials in a particular area.
  4. Liking: People are likelier to be persuaded by someone they like or admire. Building rapport, finding common ground, and showing empathy can help establish a connection with someone and make them more receptive to your message.
  5. Scarcity: People are likelier to value something perceived as rare or in limited supply. By highlighting your unique qualities or benefits, you can increase its perceived value and make it more attractive to others.
  6. Consistency: People are more likely to behave in a way consistent with their past behavior or commitments. Getting someone to make a small commitment or take a small action can increase the likelihood that they will be willing to create a more significant commitment or take a larger action.
By applying these fundamental principles of persuasion in your life, you can become a more effective communicator and influencer and increase the likelihood of achieving your goals.

How Risely can help you in your persuasion skills training?

Evaluate your persuasion skills with Risely’s free persuasion assessment for managers, influence others with your abilities, and know how to improve them to become better communicators and rationally meet your desired goals. The free persuasion assessment for managers will help you learn effective communication and influence your team and clients to your preferred course of action.  Risely is the manager’s buddy; with free assessments for communication, persuasion, leadership development, decision-making, and problem-solving, Risely provides the perfect way to develop a well-rounded team. So sign up to Risely today and start improving your skills!

Conclusion

Persuasive training can significantly impact individuals and organizations by improving their ability to influence and persuade others. Through effective communication techniques, individuals can develop trust, build stronger relationships, and achieve their desired outcomes. Investing in persuasive communication training can ultimately lead to improved business results, increased job satisfaction, and better overall success in personal and professional endeavors. Make use of the tips given in this blog as per your need and learn from your experiences every day and keep growing!

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FAQs

What are the 4 factors of persuasive communication?

The four factors of persuasive communication are the message, the source, the audience, and the context in which the message is delivered.

What are the 4 methods of persuasion?

The 4 methods of persuasion are ethos (credibility), pathos (emotions), logos (logic and reason), and kairos (timing and context). They influence an audience to adopt a certain perspective or action.

What are the 4 C’s of persuasion?

The 4 C’s of persuasion are credibility, connection, evidence, and call to action. They are essential components of persuasive communication.

What are the three skills of persuasion?

The three persuasion skills are establishing credibility, creating emotional connections, and providing logical arguments. They are used to influence and convince others to adopt a particular viewpoint or take a certain action.

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How to adopt shared leadership? Explained with examples

How to adopt shared leadership? Explained with examples

Are you a leader? If the answer is yes, you’re likely well aware of the importance of being a leader. But what exactly is shared leadership, and why is it so important? In this blog, we’ll discuss the concept of shared leadership – a leadership style that benefits both managers and leaders. We’ll also explain the benefits and its various advantages and disadvantages. Finally, we’ll provide examples of shared leadership and explain how to implement it in your work life. So whether you’re a leader looking to improve your team’s performance or a manager looking to take your leadership skills to the next level, read on!
Table of Contents

What is Shared Leadership?

Shared leadership is a style of leadership which involves leaders sharing decision-making responsibilities and power with team members. This type of leadership emphasizes cooperation and collective decision-making rather than individual achievement or dominance. Managers have always been in charge, but things have changed with the rise of the sharing economy. With shared leadership, managers share power and resources as per need, promoting team collaboration and trust. It leads to more efficient and effective workforces because it encourages communication and transparency. In turn, this leadership style creates a productive, positive, and sustainable environment for the organization as a whole. In this leadership model, executives share decision-making authority and responsibilities. This type of structure reduces the amount of stress that employees experience and allows for more effective communication between leaders. It encourages collective problem-solving, improves morale, and creates an environment where everyone feels empowered to contribute their best ideas. There are other interesting leadership styles that you can check out!

Advantages of Shared Leadership

It is a powerful concept that allows businesses to operate more efficiently and effectively. The benefits of shared leadership include:
  • Faster decision-making: With everyone involved in making decisions, progress is more rapid than if decisions were made solely by those with the most knowledge or experience. This facilitates better problem-solving and innovation by allowing contributions from the whole team.
  • Reduced conflict: In many cases, when individual leaders have autonomy over their departments, disputes arise about how resources should be allocated or who deserves credit for success. When this leadership style is implemented, these conflicts are eliminated because different people hold different levels of authority within the organization and are collectively responsible for the results. 
  • Employee satisfaction: Employees who enjoy working in an environment where they can trust their leader will not feel overloaded or rushed; instead, they will be able to focus on their tasks without distractions from above them. Moreover, when employees are granted a leadership share, they are more likely to be engaged at work, enabling better results.

Disadvantages of Shared Leadership

Shared leadership can have many advantages, but it is essential to be aware of the potential disadvantages to make an informed decision.
  • Lack of Ownership: One disadvantage is that team members may not feel ownership over their projects or goals. Additionally, shared leadership often requires high trust and communication between team members, which can be challenging to maintain in chaotic environments.
  • Increased conflicts: Another problem associated with this leadership style is the increased conflict and stress that it creates. When people are responsible for multiple tasks and responsibilities, disagreements will inevitably be about what should be done and who should do it. This type of organizational chaos often leads to setbacks or slower progress than would otherwise be possible.
  • Individual development suffers: In addition, the shared leadership style can often lead to a lack of individual leadership development. Since team members are not responsible for their projects or goals, they may not feel the need to develop themselves to be influential leaders within the organization.
Ultimately, if this leadership style is suitable for your team, then make sure to carefully consider all the benefits before implementing it into your organization.

Examples of Shared Leadership in Action

Shared leadership is a style of leadership that encourages teamwork and cooperation. It can be a great way to promote collaboration and flexibility within the organization while promoting innovation and creativity. There are many examples of shared leadership in action, so it’s worth learning about them. For example, one manager may lead by example, delegating authority to other team members. It allows subordinates to feel more comfortable making decisions and taking risks. It also promotes a sense of cohesion and unity within the team. Another excellent example of shared leadership is when a leader gives team members the freedom to pursue their goals in their way. It allows for a great deal of creativity and innovation, as traditional decision-making processes restrain team members. In the end, shared leadership is a leadership style that can benefit everyone involved. Other instances of shared leadership can look like…
  • Collaborative decision-making: A manager may involve team members in the decision-making process for important issues, seeking their input and opinions, and making decisions together as a group.
  • Delegation of tasks: A manager may delegate tasks to team members based on their strengths and abilities, providing them with the necessary resources and support to complete the tasks successfully.
  • Coaching and mentoring: A manager may support the development of team members by providing regular feedback, coaching, and mentoring to help them grow and develop in their roles, and achieve their career goals. This can involve regularly checking in with team members, setting goals and objectives together, and providing ongoing support and guidance to help them succeed.

How to practice shared leadership with your team?

Shared leadership is a theory and practice that asserts that everyone in a team has the opportunity to lead and that leaders should not dictate everything. Instead, they should create an environment where employees can share their ideas and feedback. It allows team members to be more creative and innovative because they know their ideas will be heard and considered. The critical element of implementing shared leadership is creating an atmosphere where individuals feel comfortable voicing their opinions freely without fear of retribution or censure from their superiors. For this philosophy to take root, leaders must set an example by being confident in themselves yet open-minded towards others’ thoughts and suggestions. Moreover, a few steps that you can take to practice this leadership style with your team are:

Strengthen the relationships

Creating strong relationships with your team members is the first step to implementing shared leadership. It means being emotionally and intellectually available to them, listening attentively, and treating everyone equally. Doing this will help foster a sense of trust and cohesion within the team, which is essential for success in shared leadership. Moreover, it would help if you also focused on developing emotional competency as a manager to ensure that your team members are mentally prepared for the change. At times, it can be challenging when individuals do not receive due credit for their efforts. You will need to ensure that individual actions are not dulled in the face of team success.

Boost communication

The second step to implementing shared leadership is improving communication between team members. It means ensuring everyone has the same information, providing opportunities for dialogue, and facilitating collaboration. Too often, we rely on formal communication channels at the expense of informal discussions. It results in misunderstandings and miscommunication that can stall team productivity. The key to success with shared leadership is ensuring that all stakeholders are aligned with a common goal so that coordination can occur effectively and rapidly. Moreover, you need to focus on communication to ensure every team member finds a place too, and few do not capture the whole spotlight.

Facilitate collective decision making

The third step to implementing shared leadership is facilitating collective decision-making. It means ensuring team members can share their views and propose solutions without fear of retribution or favoritism. We often try to make decisions ourselves instead of collaborating with others to protect our interests. However, this ultimately slows down team progress and can result in missed opportunities. It relies on cohesion and consensus-building among team members; it cannot be imposed from the top down. Instead, you need to facilitate a culture where everyone feels comfortable contributing their ideas and opinions in an open environment and does not feel isolated.

Make the missions clear

The final step to implementing shared leadership is clarifying the team’s missions. This includes defining the goals and objectives of the team, as well as specifying each member’s role in achieving those goals. Without a clear purpose, it is difficult for team members to know why they are working together and how their contributions can help achieve success. Furthermore, disagreements about team goals can cause division and ultimately undermine teamwork. By clearly delineating the team’s objectives, you establish a foundation from which everyone can work collaboratively towards joint success, even when responsibilities are not concentrated in one place.

Get coaching to ease the change

To successfully implement shared leadership, you must be prepared for a change in your behavior. Shared leadership is not about dictating decision-making or telling team members what to do but facilitating collaboration and consensus-building. However, this leadership style can be challenging to adopt if you are used to making all the decisions without input from others. In such cases, it may help to seek coaching or consulting services that can teach you how best to work with others. You can check out the different types of coaching available for managers and leaders. Otherwise, you can customize your very own with Risely!

Conclusion

Shared leadership is a type of leadership in which team members share decision-making responsibilities. This approach has several benefits that can be helpful for managers, including increased team cohesion and productivity. However, shared leadership has its challenges. Make sure you know the advantages and disadvantages of shared leadership before implementing it into your team’s culture. Finally, remember to celebrate the successes of shared leadership with your team members!

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FAQs

Is shared leadership a leadership style?

Shared leadership is a leadership style that calls for contribution of team members in all critical activities such as decision-making and strategy design for the team. It seeks a horizontal, rather than a vertical structure.

What are shared values in leadership?

Shared values developed and adopted by the team form the bedrock of leadership initiatives in a team. These are respected by all team members and guide them in daily operations.

When should shared leadership be used?

Shared leadership is an effective mode of managing teams which are built with experienced and learned employees who seek autonomy at work. The freedom to design work suits their innovative minds.

What are the three dimensions of shared leadership?

The three dimensions of shared leadership are a shared purpose, shared values to guide on the journey, and a shared voice to express concerns of all.

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How To Develop Managerial Skills Using Self-Help Methods?

How To Develop Managerial Skills Using Self-Help Methods?

Every manager wants to excel at their job. However, at times you might feel ill-equipped to deal with certain situations. But worry not, you can take the help of many ways to develop your managerial skills easily. Self-help is among these methods. If you’re a manager who wants to use self-help methods to develop your managerial skills, you’re in the right place! First, we’ll explore the benefits of using self-help methods for management development. Next, we’ll unravel a list of self-help methods and what they can do for you. Finally, we’ll help you identify the proper method for your growth. Ready to start your journey to becoming a better manager? Let’s get started!
Table of Contents

What Are Self-Help Methods?

Self-help, as the name suggests, is an improvement that is self-guided. In this approach, the person has to take charge of their learning journey. This includes everything from finding resources and creating pathways to tracking progress. While using self-help methods, people make use of publicly available resources, such as those available on the internet. They also collaborate with other people facing similar challenges. Managing people is a complex task that requires a lot of skills. That’s where self-help methods come in handy. They are a great way to develop managerial skills, and many options are available. Self-help methods are gaining much popularity these days due to their ease and flexibility. Moreover, many self-help movements focus on specific areas and techniques. A few different types of self-help methods can be helpful in the development of a manager. You can pick and choose according to your needs and comfort.

The Benefits of Self-Help Methods for Management Development

There are many self-help methods out there that can help you develop the skills you need. Whether you’re looking to improve your communication skills, learn how to delegate effectively, or develop a better work-life balance, self-help methods are definitely the way to go. Not only do they allow you to work on specific skills at your own pace, but you can also use different techniques depending on what type of manager you want to become. So, if you’re stuck or don’t know where to start, give self-help methods a try! There are bound to be many benefits in store for you. A few benefits of self-help are:
  • Tailored to the individual: As mentioned above, self-help methods use techniques that work best for you. You can go through various strategies and pick the best ones for your needs. So, self-help is perfect for you if you want to focus on specific areas or strategies.
  • Adaptable by user: Self-help methods are flexible and can be adapted according to your needs and comfort level. So, even if you’re new to a particular method or strategy, it’s likely that there are variations that will suit your needs better than others. Moreover, you can make changes as you like. If something is not working for you, you can try other versions.
  • Encourage reflection: When using self-help methods, it’s important to remember that reflection and feedback are essential parts of the process. If you can give and receive feedback well, it will help you improve your skills quickly. You will need to focus on self-awareness to evaluate yourself constantly.
  • Promote growth: As with any exercise or task, self-help methods require effort and commitment on your part. But if you approach them with a positive attitude and a growth mindset, the benefits can be extremely rewarding.
  • Empower and boost confidence: You are the leader of change in self-help methods. Self-help empowers people as they get to take charge of their improvement. Great results boost your confidence to achieve more.
  • Affordable and widely available: The best thing about self-help methods is that they are inexpensive. You need minimal resources and little monetary investment to get started. As a manager, you might even try to adopt these habits in the workplace and test them in different scenarios, all at no cost.
  • Give you clarity: When you begin your self-help journey, you will need to draw a clear picture of where you stand. This helps you identify the areas that need help. You will have to evaluate your progress and circumstances constantly. Resultantly, you will develop clarity about yourself and others around you.

What are some of the best self-help methods for developing managerial skills?

The following are some of the best self-help methods for developing managerial skills:

Personal development plans (PDPs)

PDPs are a great way to track your progress and stay on track. They are action plans formulated from your key goals, values, and context. They can also be used as a tool to motivate yourself. It is pretty much like a SWOT analysis – but for a person instead of an organization. Through this method, you can identify your goals and areas of strengths & weakness. Further, you can list actions needed to achieve those goals within a set time period. This method can be immensely helpful for managers who usually manage multiple goals within their teams. Goal setting helps you create specific, achievable goals to help you move forward in your journey. Ensuring each goal is specific, manageable, and time-bound will increase your chances of success. Continue reading here to learn how to set smart goals as a manager and Secrets to Effective Goal Setting.

Books

You can find plenty of information that helps you develop managerial skills in self-help books too. Several books have been written around the topic that offer remarkable insights. Good books combine experience and expertise with quality presentation. Reading books written by successful leaders, managers, and entrepreneurs can give you the know-how they gained only after years of trying. Their journey can become your source of inspiration too! Reading self-help books can give you the clarity and insights you need to get through a situation. These books are often equipped with examples and instances that are relatable to those of their audience. Managers can take lessons from these. Further, some books offer lessons for team managers in particular.

Videos

You can also find videos that offer helpful tips for developing managerial skills. Videos are often easier to digest than books, providing more immediate feedback. In a video, you’re likely to see demonstrations or case studies. This way of learning is powerful because it engages your brain in a new way- ensuring that what you learn sticks! When done well, videos can help managers become better leaders by offering insights into how others have conquered similar challenges before them. Similar to books, videos also bring valuable insights to viewers in a capsule form. You can find many valuable lessons in free videos on platforms such as YouTube. The interactive digital format makes the content more engaging too. Additionally, animations can make the message simple and easy to understand for the audience. Managers can turn to videos to get quick recaps of essential ideas. They can also look for regular content that provides tips for generating efficiency as a manager.

Blogs & Articles

Blogs are another great way to develop managerial skills. They offer a direct and intimate connection with their audience. This allows bloggers to share valuable insights in an easily digestible form. Additionally, blogs often feature user-generated content that can be helpful for managers interested in understanding the challenges faced by their employees on a day-to-day basis. Furthermore, blogs allow readers to engage with the writer directly through comments or questions. Managers and leaders can use them to understand concepts and new trends in the industry. Blogs are a long-form written medium through which you can gain in-depth information about a wide variety of topics. Subscription to blogs and newsletters gives you regular content relevant to your field. Moreover, the content can be read in a short time and used immediately in real-life scenarios.

Online courses

Online courses are a form of learning that is growing in popularity. The vast majority of online courses have an interactive component that makes them more engaging for students and more beneficial to managers as well. Online courses provide insights into new topics, equip you with research-backed material, and allow you to interact with other learners from around the globe. Additionally, online courses often come complete with course materials such as case studies and homework assignments. Managers can use these resources during their workdays or at home when they have free time. By taking courses or workshops that focus on specific areas of management development, you’ll increase your chances of finding the skills and methods that work best for you. This will ensure that the self-improvement process is tailored specifically to your needs. Moreover, the courses are often affordable, self-paced, and offer certificates. Online courses are a great tool as they can be adjusted amidst busy schedules. They combine lessons from numerous sources and serve them in a condensed form for the audience. In-built assessments help in tracking progress too.

Limitations of Using Self-help Methods to Develop Managerial Skills

Self-help methods can be beneficial in developing managerial skills. However, they can also have limitations. In theory, self-help methods work by helping you to identify your strengths and use them to develop effective management practices. However, research has shown that this doesn’t always happen in practice.

Theoretical

Many self-help methods are purely theoretical without much practical application. In contrast, effective managerial skills must be practicable and relevant to the workplace. This means that the methods must be useful in helping you achieve your goals and objectives on the job. Finding a tool that can help you improve both strategically and tactically is essential. Furthermore, the issue arises when we see that sources of self-help offer numerous lists and theoretical methods which may not be as easy to apply as they are to write. When these methods are developed, multiple contingencies are not considered. Instead, an issue is seen in isolation. However, the scenario changes in real life and the methods are not simple to apply in chaotic situations. Moreover, the daily commitment of time required by these may be too much for managers with multiple responsibilities.

Low on Interaction

The main limitation of self-help methods is that they often lack interaction. As such, managers who use these methods may find themselves alone in the journey. Self-help, as per the name itself, is about helping yourself. However, at times you may need external interventions or support. Any mechanism of providing support is lacking in these methods. Eventually, problems may also arise due lack of a human element and empathy in the process. In some cases, using self-help methods can jeopardize the person’s progress instead of supplementing it. This could happen when they feel that they are not making any progress. Feelings of worthlessness can seep in the absence of any acknowledgment or validation.

Lack of Feedback

A limitation of self-help methods is their lack of feedback. This means that managers do not have any way to gauge the impact and results of their practices. As such, it isn’t easy to know if what they are doing is working or not. A feedback loop can be essential for maintaining motivation and ensuring that an individual’s learning does not stagnate or regress. The absence of a feedback mechanism makes it difficult for managers to track their progress and fine-tune their strategies accordingly. Without this information, they may end up making the same mistakes again and again. This can lead to burnout or a lack of enthusiasm for their work. Lastly, without regular evaluation, it is difficult to know if what they are doing is achieving the intended outcome or not. In order to gauge accurate results through self-help methods, one needs to be self-aware and constantly evaluate themselves against themselves, which is again a straining task.

Needs Intrinsic Motivation

Another critical limitation of self-help methods is that they depend entirely on the motivation of the person practicing them. The manager must ensure that their motivation and enthusiasm towards improvements remain unaffected throughout – whether they are facing ups or downs. This can be challenging, especially if negative feelings are simmering beneath the surface. When motivation is not intrinsic to the practice, it can become difficult for managers to keep their focus and stick with it through thick and thin. If self-help methods were solely based on one’s intuition or willpower, then they would be tough to sustain over time. Unfortunately, this is often not the case – many of us need some form of external incentive for our efforts to bear fruit. Motivation may quickly dwindle without any semblance of external validation or reinforcement, and progress could grind to a halt. After all, we have all seen new year’s resolutions that don’t outlast the holidays.

Lack of Expertise in Development

One of the main criticisms of self-help methods is that they are typically based on personal expertise rather than peer-reviewed research. This means those using them may not always have access to the latest and best techniques or information. This is problematic because there are a finite number of people who have the necessary skills and knowledge to help managers achieve their goals. If self-help methods are not based on an extensive body of evidence, then they may simply not be as effective as they could be. Further, problems are increasing as self-help is increasing becoming a fad. Plenty of unqualified people are offering tips on self-help based on half-baked knowledge. Writing about self-help has become a part of the marketing industry. Consequently, a number of untested theories continue to float around due to the hype. This is harmful to anyone who is looking for self-help tips.

No Proof of Completion

Another drawback of self-help methods is that they do not prove that the person has completed their goals. Reading books or watching videos leaves no record. In the best case, the result is self-evident. But you cannot wait for results to show up every time. Certificates and badges are easier to present as stamps of competency. However, these are usually lacking in self-help methods.
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The Journey of Self-Improvement as a Manager

Managing people and tasks can be daunting, but it’s essential for any business. To effectively manage employees, develop managerial skills, and achieve success, it’s crucial to have a clear goal. Along with that, a few tips will help you tread along:
  • Use positive reinforcement to keep yourself on track – this will make the process easier and more enjoyable.
  • Be patient. The journey of self-improvement is long but rewarding!
  • Start by writing down your goals and breaking them down into manageable steps. Once you have a good idea of where you’re heading, it’s time to get started on the journey by using self-help methods.
  • Many different approaches and methods are available, so find the one that best suits your needs and personality.
  • The most important thing is to stick with it – self-improvement is a journey, not a destination.

What is a Better Alternative to Self-Help Methods?

As we have noted, self-help methods suffer from several problems even though they offer quite a few benefits. Hence, we need to look for alternatives that do not bring the same limitations. Before beginning our search, we should define what we are looking for – an ideal method to develop managerial capabilities.

Provides Motivation

This is arguably an essential requirement of any method. Without motivation, taking the first steps and carrying on with the task at hand is difficult. A practical tool to develop managerial capabilities must encourage the users constantly. Management is a challenging task, and hurdles can be daunting at times. Failures are part of the journey, along with the wins. In such a fast-paced professional life, moving constantly would be hard. You need a method that motivates you so that you can go ahead even after a loss. This can be through positive affirmations, recognition, etc.

Research-Backed Material Based on Expertise

Any technique that claims to develop managerial capabilities must be backed by research. The inclusion of expertise and experience makes the content valuable for the audience. Due to it, the content will be relevant and relatable. Further, it will be presented in an easy-to-understand manner too. Industry experts can understand the possible concerns and provide reliable solutions accordingly. The same is not always true for self-taught experts who do not have practical experience working in the field. A well-executed method needs contextualization too. Management concepts can seem dry if they are not presented in an interesting and engaging way. This helps to keep the user engaged and motivated.

Customizable

The intervention aimed at developing managerial skills needs to be particular to the need of the manager. We mostly have guides catering to a “manager,” a very wide persona that covers everyone and no one. Instead, we need tools that help specific people to improve their capabilities. These people may be at different stages in their learning and career journeys and require different types of help. A one size fits all approach will leave a lot to be covered. Therefore, we need a method that the managers can adapt according to their needs. Developing managerial skills should not be limited to one type of material or style of learning. Different methods offer different advantages, so it is essential to use several approaches to achieve a goal. The variety will help us avoid getting bored or overwhelmed with any one approach.

Feedback and Progress Monitoring

Progress does not happen in the absence of feedback. Therefore, a mechanism to monitor and evaluate the progress is essential for any method to develop managerial capabilities. If we want our managers to benefit from the learning process, we must give them the time and help they require. This might mean setting aside a dedicated period of training for each manager or arranging regular consultations with mentors or other experienced professionals to notate their progress on a chart or some other visible form. Moreover, the medium must provide certificates or badges when the participant reaches new milestones. In addition to being a sign of their level of competency, it will motivate them to continue making progress.

Interactivity

A significant factor that keeps us hooked on any activity is interactivity. Simply stated, an interactive medium will keep the audience better engaged in their task. Instead of feeling alone, the participants will look forward to being part of a conversation. This helps by creating a sense of comfort and understanding in the relationship, making it easier for the participant to accept their problems and work on them. Overall, we can picture what an ideal medium to develop managerial capabilities will look like. You can grab all of these benefits – from motivation to interactivity – and much more on Risely! Risely is an AI-based learning platform for managers and leaders that helps them grow their people management skills.

Conclusion

Managing yourself is one of the most critical skills, as it allows you to take control of your life and navigate difficult situations. However, this skill can be challenging to develop, especially if you don’t have any experience in self-help methods. In this blog, we have outlined the benefits of self-help methods and shared tips on choosing the proper method for your skill development. Make sure to take the time to read through this blog and start developing your managerial skills today!

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What Makes A Great Manager Stand Out? 10 Traits Of Great Managers

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.
Table of Contents

What Is A Good 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.
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5. Communicating effectively

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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What Makes A Good Manager In The Employee’s Perspective?

What Makes A Good Manager In The Employee’s Perspective?

Working for a good manager can be incredibly rewarding. They lead teams and manage projects efficiently, which improves results. However, not all managers are created equal, and not all employees enjoy working under their manager. In this blog, we take an employee perspective to understand what it is like to work for a good manager. We ask questions like: What do such managers do, which qualities make them good? And what does a good manager not do? And how do employees feel when they work for the ideal manager? We believe that the answers we get will be highly beneficial to all the managers. So, without further delay, let’s Start!
Table of Contents

What Makes A Good Manager?

Becoming the ideal manager for your team members is not about making them happy by being soft on them. It is also not about compromising on performance. Instead, it is much deeper than that. It is about the experiences you give to your team members daily that make you a good manager to them. So what does a good manager do?

Develops and maintains relationships with employees

Good managers are adept at developing and maintaining solid relationships with his employees. The ideal manager knows how to listen, understand, and empathize with their employees and can foster a positive work environment. They understand that working relationships are a two-way street and strive to build a rapport with their team members. These relationships go a long way in improving morale and motivation while ensuring that everyone is on the same page and understands their roles within the organization. It further leads to productive and loyal employees who are more likely to achieve their goals and contribute to the organization’s success.

Leads by example

The ideal manager leads by example. He sets the right tone for the team, ensures that everyone is working towards the same vision, and sets high standards for himself and his team. By being a role model and setting the right example, he ensures that the team follows his lead and behaves in a responsible and professional manner. He also sets clear expectations and benchmarks for the team, ensuring that they know what is expected of them and that they are held accountable for their actions. By setting an excellent example, the manager ensures that everyone on the team behaves in a manner that is conducive to the company’s goals.

Takes care of their team

They take care of their team by providing the necessary resources and support to help them achieve their goals. Such managers create an environment where employees feel valued, supported, and motivated to achieve the company’s objectives. They are also proactive in enforcing company policies and ensuring that employees follow the correct procedures. A good manager is also likely to be proactive in identifying potential problems and addressing them early on. By doing all these things, a manager can ensure that their team is performing at its best which can direct the company towards success.

Provides clear instructions 

Managers who are liked by their teams provide clear instructions for what needs to be done to achieve the desired results. They are clear about the goal, the required resources, and the timeline for completing the task. With this clarity of goals and expectations, employees can move forward with their duties together with a better understanding of what the manager expects of them. It leads to a more efficient work environment and better output.

Takes inputs from the team

Effective managers take input from the team to ensure that they are making the best possible decisions for the company. By understanding what the team wants and needs, a good manager can steer the ship in the right direction. Managers who understand their team and work to build a collaborative environment can achieve far more excellent results than those who try to micromanage everything. Such managers create a cooperative atmosphere that encourages creativity and innovation by working closely with the team.

Sets a positive tone for the workplace

A good manager sets a positive tone for the workplace, which is essential for encouraging creativity, productivity, and teamwork. A relaxed and conducive environment lets employees take risks and engage in productive debate without feeling undermined. Additionally, a good manager balances accountability with flexibility so that everyone feels like they can contribute their best ideas and efforts. By setting the tone for positive workplace culture, such a manager helps create a winning team!

Communicates effectively

A good manager is communicative and can get his point across effectively and understandably. They can take the time to listen to his employees and understand their needs and then take appropriate action based on this information. They can also convey their ideas and plans clearly and concisely and see the big picture. Further, they can also identify and address any issues as soon as they arise so that everyone can focus on the task at hand. They send to-the-point emails and carry out team meetings well and productively. By being an effective communicator, they can help their team achieve their goals efficiently and on time.

Listens to employees without judging

Another critical attribute of such managers is that they’re good listeners. It means they are willing to hear what employees have to say, no matter how unpopular it may be. Good managers also don’t judge their employees but take them into account and understand their concerns and motivations. By doing this, managers can better understand how best to help their employees meet their goals and ensure that everyone on the team is productive and happy.

What does a good manager not do?

What you do as a manager is not the only ground to decide if you are good or not. There are also things that good managers “do not do.”

Try to micromanage employees

Micromanaging employees can be a real drag on productivity and can lead to reduced satisfaction among employees. A good manager understands that each employee is unique and has their strengths and weaknesses and strives to let them do their job in their way. Instead of controlling every move they make, the manager trusts their employees to do their job thoroughly and with integrity and leaves them to manage their own time and projects.

Require constant intervention from employees

A good manager doesn’t require constant help or intervention from employees, as this can lead to inefficient and wasted time. They can work on their own and delegate tasks as needed so that their employees can focus on tasks that are more important and fulfilling. A situation where employees constantly need to help their managers, can lead to resentment among employees and decrease productivity. The manager ensures that his team members have the resources and freedom to do their jobs effectively.

Allow disagreements and conflict to fester in the workplace

Such managers understand that disagreements and conflicts are inevitable in any workplace, but they should not fester. The facilitate and manage these disputes in a constructive and timely manner so that the workplace remains productive and team-friendly. They have well-rehearsed solutions if unresolved conflicts arise, such as mediation or encouraging people to solve the differences. In short, a good manager manages employee relationships to promote productivity and harmony.

Not prioritizing tasks and responsibilities

Too often, we allow our tasks to pile up. We then berate ourselves for not being able to get everything done. It may happen due to ineffective time management and the inability to prioritize essential tasks and responsibilities. A good manager understands the importance of prioritizing and gives each job the attention it deserves. By setting realistic goals and deadlines and sticking to them, they ensure that the work is done on time and to the best of their ability. They also understand the importance of delegating tasks and decision-making appropriately so that everyone can contribute their fair share.
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How does Working for a Good Manager Feel: An Employee Perspective

There is much difference in the way employees feel when working for good managers vs. working for poor managers. Working under good or great managers makes it a lot more positive experience for employees. There are many different ways employees feel when working for good managers. Taking the most common routes into consideration, we would like to list that while working under the ideal manager:

Employees feel appreciated, valued, and respected.

Managers know how to identify and appreciate the strengths of their employees. By doing this, they foster a team environment where everyone is encouraged to contribute their best work. Employees who feel respected and appreciated work are likely to give their best effort, leading to a successful workplace. They also make sure that employees can balance their personal and professional lives and that they can take time off when needed. It leads to employees feeling valued and respected, which is integral for a successful workplace.

They might feel like they can be themselves and let their work speak for them.

Good managers know how to create an environment where employees can be themselves and let their work speak for them. They understand that talent is the key to success, and they are willing to invest in their team to make them successful. It goes a long way in fostering a positive work culture and retaining top talent. Additionally, such managers provide feedback in a constructive manner, which helps employees learn and unlock professional development.

They might feel like their work is essential and that the manager cares about their success.

When you work for such a manager, you might feel like your work is essential and that the manager cares about your success. They will help you with your career goals and provide guidance and support along the way. It can help you develop as a professional and feel like your work is valued. Additionally, they will create an environment conducive to productivity and creativity. In other words, employees will feel challenged and engaged in their work, which will lead to success.

There is a feeling of calmness, order, and productivity in the workplace.

Many employees feel at ease and productive when working for a these managers. They ensure order and productivity in the workplace. They also ensure that the employees feel calm and at ease without any stress. It is because a good manager can identify their employees’ strengths and weaknesses. Managers can then utilize the team members’ strengths to the fullest potential. They also create a sense of self-awareness within the team which makes them realize what they are capable of achieving. It also leads to increased job satisfaction, ultimately cutting down employee turnover.

Conclusion

To conclude, it’s essential to understand what makes a good manager. A good manager knows how to motivate and lead his team in the right direction. They also set reasonable expectations and behave professionally. They have the unique ability to see the potential in their team and use this to their advantage. On the other hand, a bad manager can be toxic and destructive, leading to low morale and a lack of productivity on an organizational level. Generally speaking, employees are enthusiastic and appreciate the sense of security and stability that comes with being under a good manager’s guidance. We believe that if managers can follow in the footsteps mentioned in this blog post, they can make sure to become an example of a good manager and eventually great leaders of their organization.

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