Bad managers are the number one reason employees quit, but good managers have the power to drive results. Performance is 35 percent higher when teams are led by strong management; moreover, engaged employees are also much more likely to stay with the organization, reducing turnover costs.
With these kinds of results on the line, who wouldn’t want to give their managers the tools they need to become great at their jobs?
There are many things organizations can do to help managers do their jobs well. Here are five strategies you can start using today to develop your managers.
1. Give your managers real-time visibility into employee engagement.
When your bank calls you for feedback after you’ve been banking with them years, your feedback is probably vague. That time they switched you to the wrong type of checking account three years ago isn’t on your mind, and the bank likely has a skewed representation of how satisfied you really are.
The same is true for measuring employee engagement. Annual surveys are not enough to provide managers with an accurate picture. Ensure that managers can see a snapshot of their team’s engagement at a glance. With this information, managers can fine-tune their management style and improve employee engagement before it’s too late.
2. Create transparency by giving your managers access to information.
Everyone likes to create impact, so give managers access to information across the organization. Managers want to see how their group’s performance is affecting company goals and how their team compares among others in the organization. Most of all, they need to be able to show the team that their behavior is driving the company’s success.
3. Encourage managers to give regular feedback.
Most employees are unaware of their performance until they receive a long list of their successes and failures, meaning organizations don’t reward employees or help them improve in the moment.
Instead, encourage managers to hold weekly one-on-one meetings with their team members. They can set career paths, provide coaching moments, listen to ideas and suggestions and get to know everyone on their team better.
4. Make sure they are aligned with company goals.
The old idiom that many heads are better than one is true, which is why managers need to be coached on top and bottom-line goals. When managers understand the objectives, they can align their team and motivate everyone to work towards these goals. Encourage your managers to create milestones and recognize team members along the way.
5. Give managers recognition and performance management information.
You should already be using an Employee Success Platform to boost engagement, but it’s also important to ensure that managers have access to the data your program collects. Monitoring trends on how employees recognize each other can help managers spot top performers and high potentials. This information then helps them with succession planning and promotions, curbing the need for additional hiring or training. Managers can also intervene if they notice a lack of recognition, helping to refocus the team or improve employee engagement.
Do you use other strategies to help train your managers? Let us know what they are.
Empower your managers to become your secret weapon to driving employee success. Download our e-book to find out how.