BY: Janine Mitchell
Change consultant / Management
Comments: No Comments
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Within organisations, we are all managed by someone (unless you are the CEO of course!)
What is the relationship like with your manager? Are you a manager yourself? Does your manager do any of the following? – Do they get the best out of you? Do you have a positive, open and respectful relationship? Do you feel supported and valued? What could your manager do differently to encourage you to improve your productivity? Are your needs and values being met in your role? Do you feel motivated and inspired?
So what are the key attributes for a good manager?
I would suggest the key to a successful manager is the relationship between his or her staff.
A good manager will ensure their team is achieving their optimum productivity and performance, while feeling valued and listening to their needs. A managers relationship with their team is based on trust, respect, communication and compromise. Their role is essential to the benefits of an organisation so that tasks are completely on time and with enthusiasm and energy.
Here are some key attributes of a good manager –
Coaches, inspires and motivate their staff.
Open communication, develop positive working relationships.
Improve staff morale, support wellbeing.
Effectively resolve conflicts and handle negative behaviour effectively.
Develop and empower staff, boost team morale.
Performance manage staff and provide feedback on performance.
Value contribution of team.
These are some key attributes, this list is not exhaustive.
There is a growing recognition of the importance of wellbeing being managed. In order to get the best out of their workforce, this is being seen as imperative and necessary within organisations, rather than as an additional benefit.
Why is this so?
It is no secret that improved wellbeing of staff, promotes improved productively, which leads to increased revenue within an organisation.
A comprehensive study which took place in 2014 (GOV.UK – Review of evidence on employee wellbeing and its potential impact on workplace performance) suggests improvement in wellbeing will result in improved workplace performance: in profitability (financial performance), labour productivity and the quality of outputs or services. Job satisfaction – including aspects such as satisfaction with training, skills development opportunities, how much autonomy employees have in their role, and how much scope they have to use their own initiative and influence decisions, show a strong and positive link with workplace performance.
When the demands of a job are high, this can induce work related stress, which can impact on reduced levels of wellbeing. This is then likely to lead to a whole host of problems and can impact on the organisation in a very negative way. Productivity can reduce dramatically, staff morale is affected severely, and staff absenteeism rises. This leads to reduced staff days, and impacts on the rest of the team, whereby either work is shared amongst others, or additional temporary staff are brought in, at extra costs. This happens time and time again within public sector organisations such as the Police, the Probation Service and Government Health Services. Staff cuts are not helping and morale is severely affected as are long terms sickness absence rates, which are currently through the roof.
Looking at the picture above, this is not the way a successful organisation should operate. How is productivity or staff feeling values going to be impacted? Not in a good way, I would suggest.
Take note if you are working as a manager within an organisation. This is not the way to go! A good manger needs to understand that in order to get the best out of staff, is to work closely to understand how they can support their needs and to promote and effective working environment.
A good manager is likely to achieve the following – happy and effective teams = increased productivity; improved staff morale; reduced staff absenteeism; organisation targets and goals, smashed.
Janine delivers resilience and stress management training to manger, workforces, and organisations in supporting and improving wellbeing. If you would like to know how Janine can help your organisation to improve resilience and increase morale which will in turn boost productivity and turnover, please contact Janine today by completing the enquiry form below.
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