Matt Wilden,  founder of Verosa’s partner, The Rencai Group, talks about what happens when leaders aren’t supported in the work place and crucially, what can be done about it.

 

‘We are lucky enough to visit and work with a wide array of businesses, across varied sectors, with employee sizes from 20 up to 1000+.  While it is true that larger, and more established companies experience different ‘People Challenges’ to the smaller companies and start up cultures, we do also see many consistent trends between companies, whatever the size.

One of these is the ‘pressure to perform’ that leaders in businesses state they are feeling.

 These are not your executive or senior leadership teams, but those responsible for leading, motivating and supporting the majority of your workforce day to day.

Some (but not all) of the commonly cited reasons for this are:

  • Excessive workload
  • Under resourced teams
  • Staff turnover
  • Under skilled/inexperienced teams
  • Unrealistic delivery expectations from senior leadership
  • Time management, struggling to juggle individual and team needs
  • Poor motivation, both for the manager and the team
  • External market pressures

This could be due to the fast growth of a successful company struggling to recruit the right people quickly enough to deal with growing workload. Alternatively, this could be due to the ongoing trend in more established companies to reduce large numbers of ‘middle-managers’, often without fully establishing an updated operating and role responsibilities model.

What we do not hear regularly, but is so often apparent, is that the managers do not feel they have the right support structures in place to allow them to thrive in their role.

 Many people find themselves in the position of leader or manager almost by default, as they follow a career development path that sees them move from individual contributor to delivering through others if they wish to be promoted and make progress

For many this has a significant, negative effect on their enjoyment of their job and crucially, often the performance of the business itself.

Two approaches we see to have a big impact on allowing managers to be more effective is:

  1. Tailored Leadership Development
  2. Creating businesses with an Engaged Culture

The first is about a commitment to ‘up-skill’ the individual leaders to make them more effective at working and supporting the team on a day to day basis, with an expanded set of skills, ‘tools’ and increased confidence.

The second involves a business wide commitment for everybody to play their part in improving communication and collaboration with each other, striving to be the best they can be each and every day.

This collective ownership of all employees to take responsibility to move the business forward has a tangible effect on reducing the daily employee management needs and dynamic of the ‘man-management’ needed in the business moving forward.

Engaged Employees are seen to have known benefits for their employers.  Some examples of which being:

  • More productive
  • More innovative
  • Have reduced absence
  • Be more supportive
  • Self managing
  • Reduced stress levels at work

ALL of these will reduce the daily ‘micro-management’ approach for those managers, giving them more time to focus on the high-value areas such coaching, mentoring and personalised employee development. The way that all employees should like to be managed.

So, it’s worth reflecting, does your employer have active and consistent plans in placed to develop the skills of your managers (ideally before they are in leadership positions) and improve employee engagement?

If not, then investing in these areas in 2019 could be a great opportunity to improve the performance of your managers in the business and in turn that of the employees and business as a whole.

If you’d like to learn more about the pragmatic plans you can make in these areas then we are always available to chat’.

Matt Wilden, founded the Rencai Group 6yrs ago with a passion for companies to improve their performance by focusing on putting their people at the centre of positive change, supported by cloud technology. Matt’s ongoing focus is supporting  business to accelerate their journey to high-performance through leadership coaching, culture change and employee engagement strategies

 

 

 

 

 

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