Employees leave managers – not companies. What does it mean? It means that having a prestigious name in the industry and offering your employees good salary are not enough to make them stay longer in the team, if their manager sucks.
Nowadays, employees are seeking beyond financial stability and security within a job. They want to work for a company that can give them a sense of meaning and contentment. That being said, it comes as no surprise that bad managers often become the main reason why top performers are leaving the company. Instead of encouraging and motivating the workers to boost productivity, bad toxic managers contribute to the declining employee morale and satisfaction.
On the other hand, good managers should be able to create and nurture enthusiastic teams in order to build a successful organisation that engages customers. According to Gallup research, companies with good managers will increase its profitability by 48 percent, productivity (22 percent), employee engagement (30 percent), customer engagement (17 percent), and decrease turnover (19 percent). The findings also suggested that successful management is where each manager was identified based on their performance result.
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Therefore, if you aspire to be one of the best managers, you should know the key ideas of what great managers do. Here are new approaches according to Gallup of what outstanding managers do in creating a successful team.
You should not focus only on people’s experience, educational background, or intelligence. Instead, you should pay attention on their talents. People with natural talent can bring your team into more successful stage. Gallup defines talents as an important aspect by studying the talents needed to achieve in 150 distinct roles. The talents identified are striving, thinking, and relating. Therefore, you should able to identify your employee natural talents by understanding their needs of expertise, focus, and empathy.
When setting expectations for employees, state the right outcomes accordingly. A great manager should help each employee define the expected outcomes and show what success will look like on its completion. So rather than focusing the right step for fulfilling company expectation, you better lead employee to focus more on the outcome. By defining outcome, it can also clear their path to complete the expected tasks.
When motivating an individual, you should focus on strengths not their weakness. Helping employee realizing their unique strength will best support their success. You should know, find out, and provide them on what motivate your staffs most in their environment. For example, if your staffs are open to challenges, then make sure to give him challenging assignment instead of trapping them in a dull routine. In this case, you should be able to identify your employees’ personalities to better know and assign them for the right roles.
In developing your employees, you should help them find the right fit. To do this, you should familiarise yourself with employees’ talents and capabilities. You can also track your employees’ record by keeping documentation of testing, job applications, performance appraisals, and performance developments. If you are able to provide right position to employee, you can successfully build not only strong and talented team but also a great company.
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