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Financial, Legal, Insurance & Management ServicesBad Management
Are managers living in a dream world? Statistics show just 58% of employers are satisfied with their managers, despite 8 out of 10 managers rating their own performance as ‘satisfactory’ or better, in the eyes of their staff.
It goes without saying that management skills have a direct effect on business performance and a national survey of leadership and management skills recently revealed there to be a significant deficit in many businesses, causing poor company performance and financial losses.
Statistics from the survey showed just 58% of employers were satisfied with their managers, despite 8 out of 10 managers rating their own performance as ‘satisfactory’ or better, in the eyes of their staff.
Research suggests employers must engage with their employees on a weekly basis if they are to resolve this vast difference in opinion and increase output. Through interaction with management, it is believed that employees will feel more of a connection to the company, which will drive them to succeed and produce better results from a more personal standpoint.
While 61 percent of managers claim to meet their employees the recommended twice a week, the survey revealed that just 24 percent of employees have actually experienced this. Many managers feel that by cutting back on time spent with employees in discussion, they will ultimately increase time spent on working. However, this lack of communication and necessary meeting time create more problems for productivity than one might realise. Lack of time and communication on a managerial level can affect staff to the point of stress, absenteeism, and conflict, ultimately causing high staff turnover rates.
It is a common opinion that those who become managers lack the necessary training for the role, often due to having been promoted from other parts of their company, or through increased responsibility after budget cuts and staff shortages. But this lack of training can have a drastic effect upon staff and productivity, as the attitude and actions of a manager can affect the entire company.
A good manager must be aware at all times the responsibilities of each employee, only in this way will he or she be able to work with the employee in order to increase and better performance. Employers demonstrating the skills required from all employees in their respective roles show, by example, the kind of results they expect to receive.
A closer relationship will naturally progress through an increased knowledge of, and interest in, an employee’s responsibilities. The employee will feel supported and driven to succeed, providing the company with better results, and tighter knit workforce.
Idea recognition and performance based incentive are also important, and once improvements begin to show they must be acknowledged and encouraged if performance is to be maintained.
Creating results from a managerial level will start with training, which many often feel is too expensive and time consuming; a lethal combination for companies already struggling from poor management. However, through mentoring, manager shadowing and online learning and support systems improvements can be made, perhaps even for free.
Daisy Atkinson is an English Graduate from the University of Liverpool, and an Online Marketing Executive for Quick Lingo Translation Services.
It isn't hard to realize that some individuals in management positions do not deserve to be there; however what can they do to earn their spots and make their companies more profitable? How can they get the people under them motivated to do the same?Reply
Research suggests meeting with employees on a weekly basis to keep track of their progress and any queries/problems they might be having can improve manager/employee relations and increase productivity.
Increased awareness of employee’s responsibilities will give manager’s a better understanding of how to help their employees develop, how to stretch them, and how best to allocate their expertise in future projects.
Better support systems for employees are also needed in many working environments. If employees don’t have or aren’t aware of the relevant personnel to go to with work issues, they could feel isolated. That being said, issues raised in meetings with managers or specific personnel need to be resolved, and the necessary changes implemented for employees to trust their management system.
‘Idea recognition and performance based incentive’ are also important, employees need to feel valued and utilized to their optimum effect.
As stated at the end, cost effective ways of training managerial staff could be mentoring, manager shadowing, and online learning and support systems.Reply