A huge 75% percent of people that quit their jobs, do so because of their bosses. At the same time, employers cite high staff turnover as one of the biggest challenges that companies face. It seems like there may be a solution right there, but actually improving management isn’t as straightforward as many employees think it is.
Three Pertinent Reasons Why Managers Struggle
While there are different kinds of managers, there are three pertinent reasons why managers struggle in their role.
- They Had A Rocky Transition.
It’s often the case that managers are team members who are unexpectedly promoted into the positions but don’t actually have a background in management, or that they were hired from outside of the workplace with very little knowledge or training as to what’s going on inside it. Sudden changes and little time for forward planning tend to be the reasons that the necessary training doesn’t happen before the manager takes on the new role.
- Their Approach Isn’t Smooth.
A management role is about giving direction but often managers lack a consistent approach to how the manage the team and the developments that they want to happen. Some managers will be brimming with so many new ideas that they change direction too often and forget to implement other ideas fully before starting on new ones. Other managers might be constantly unsure of whether they’ve made the right decisions and chop and change their mind because of that.
- Communication Isn’t Their Priority.
Never has a successful workplace existed that wasn’t built on a strong foundation of good communication. Giving orders and relaying messages is an entirely different kind of communication to collaborating on projects and creating a feedback loop. Going beyond the barriers of management and workers and communicating on the same level with everyone, irrespective of their job title, is the number one rule to cultivating a happy and successful workplace.
How Employees Can Help Improve Management
If your manager has hit the ground running, don’t be too quick to criticise. Being a good manager takes time and practise – it’s a work in progress position. Rather than gossip behind their back about their performance, be open with your comments, though remember to keep them constructive.
Speak with them frequently, especially if they’re new to the office. Offer feedback on how they could better help you and fellow employees, and be honest during feedback reviews. Praise your manager when something is working well, just as you would want them to praise you in recognition of good work.
Ron Stewart is CEO of Jobs4Medical, part of the Jobs4Group. He has 30 years experience in the recruitment industry and has headed companies in the IT, construction and medical sectors.
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