In the previous leader tips article, we have discussed how manager experience gives a great impact on employee experience and company bottom line. The article mentioned that managers are the blood of an organisation that can either make or break change initiative within an organisation. However, a study showed that managers are prone to get more stress and burnout easily than average employees. They possess worse work-life balance and worse physical well-being. They are also lack of social support from their peers, meaning that managers are more likely to break initiative instead of making it better.
What does that mean for a company?
Disengaged managers can cost businesses in terms of productivity and potential. Additionally, if a manager feels stressed continuously, the pressure will sooner or later affect those who work around them, the employees. Employees are usually “mimicking” their manager’s behaviour. For example, there is a continuous pressure given to managers, resulting in fatigue and stress. As managers’ experience affects employees’ experience, employee’s stress will likely increase too. Thusly, instead of creating a decent work environment, you will have a stressful work environment. Moreover, a stressful working culture will cost an organisation a lot. Gallup mentioned that it could cost around $483 billion to $605 billion each year in lost productivity. To the worst scenario, businesses might suffer from bankruptcy.
What are the roles of leaders here, then?
Leaders are great influence businesses ever have. They help businesses thrive. They also possess the right and paramount ability to help those around them. Therefore, leaders, in this regard, can help an organisation survive. How? By starting again from the basic such as instead of letting your manager fall deeply into burnout, leaders should pull them out and help them build. These are three strategies to help you start.
The first thing to remember is that purpose and mission are crucial concerns when it comes to engagement because they give meaning to every individual’s job. Not only managers, but every group in your organisation should also be given purpose and mission. Gallup also mentioned that connecting manager to mission can increase cross-function corporation which relieves some of the manager’s burden. Additionally, the purpose and mission you give should align with other member’s mission.
Managers are team members too. It means that they are not working independently but in a team. So, if the manager’s mission does align with other team member’s mission, a better corporation can be built and there will be greater potential for winning.
“The key is to develop and promote insiders who are highly capable of stimulating healthy change and progress while preserving the core.” – Jim Collins
Continuous development is one of many ways to improve the overall performance of an organisation. Various studies cited that development will give a positive impact on performance, can boost employees’ satisfaction and morale, as well as enhance company reputation profile. An effective leader, regarding this matter, should already know that development is key to a superior culture. Additionally, leaders should understand better on how to develop their manager’s team that align to both company’s vision and manager’s unique talents as individuals learn best, engage more, and perform better when their development aligns with their talents. Therefore, you should provide a development program that suits best for each manager’s characteristic.
Leaders can instil the feeling of the two pivotal strategies above by talking frequently and thoroughly about why a manager’s work matters within an organisation. Not to mention, communication is also the best way to create innovative ideas in order to produce the best outcomes for the organisation, to achieve better teamwork, and to build better rapport. A study published at Global Journal also emphasised that an effective leader should possess the ability to influence people by their actions and words. They should also provide a clear direction to anyone according to your organisation’s vision and mission.
So, leaders! What is your best strategy to help your managers build?