People leave managers, not companies – 4 ways to better support your team
The pandemic has pushed underlying issues to the surface, triggering a widespread re-evaluation of what’s important in our work lives. One thing that will always be on that list, however, is good management, and good management has to start with good management.
It’s not me, it’s you
Data suggests bad management is a real and significant issue.
- 70% of the variance in employee engagement depends on the manager
- Most managers do not ask themselves if they are the reason people are leaving
- Dunning-Kruger effect
- They assume they are not the problem, their employees are
Give feedback with empathy
Set aside some time to understand how the other person might receive the feedback
- Pay particular attention to the wider implications of the feedback you are giving
- Don’t give feedback in a moment where the tone or timing isn’t right
- Use your emotional intelligence and empathy
Savor your success
Celebrate your team’s successes and let team members know they’re making an impact
- You don’t have to hang bunting from the ceiling.
- It could be as simple as giving someone detailed, timely feedback on something they did really well.
Always ask for advice
Always seek peer review before taking action
- The bigger the potential consequences of your action, the more thorough you should be about getting help and peer reviews before taking it
- When you think you’ve nailed your management skills, that’s when you’re most vulnerable to failure
Great managers build great companies
Stay humble, ask for advice, own rather than blame, and give feedback with empathy
- Don’t succumb to complacency
- Once you think you’ve nailed management skills, that’s when you’re most vulnerable to failure
- Need to constantly revisit what it takes to be a good manager
Don’t blame, own
As a manager, it’s easy to abdicate responsibility and blame the person on the other side of the table when they are not doing as well as you would like
- Every person you manage is different, and every management style is different
- The onus is on you to make sure you’re catering your management style to each team member
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