Throughout our careers, we experience many different personality types that influence our behaviours and professional personas. These encounters can often shape who we become as leaders, but have you taken the time to reflect on your management approach and considered how your team view your performance as a manager?
Whether you consider your leadership style as autocratic, democratic, transformational or laissez-faire, your ultimate aim is to keep your business running smoothly; which includes keeping your staff happy.
Love Energy Savings recently conducted a study on employee satisfaction, investigating how UK employees would rate the performance of their managers. The statistics were largely positive, with almost 50% of respondents rating their managers’ performance as good or excellent.
However, 20% of respondents claimed that they work with an inadequate manager. This would indicate that some managers are struggling to build a rapport with their employees, which could have an impact on staff loyalty, retention and ultimately affect their company’s bottom line.
We explore what managers are doing wrong and how they can alter behaviours to improve performance in the workplace…
What we found out
The data we collected explores how employees in the UK rate their manager’s performance. Here are some of our key findings:
- 9% of respondents think positively about their manager’s performance
- 5% of respondents think negatively about their manager’s performance
- 5% of respondents feel their manager is satisfactory
- Men aged 18-24 are most likely to rate their manager as inadequate
- All other age brackets, for men and women, are most likely to rate their manager as good or excellent
Common mistakes managers can avoid
To better understand why so many workers are dissatisfied with their company’s management, we need to take a closer look at the root causes. There are many common issues that can be easily avoided, and if approached properly, can empower staff to perform to the best of their abilities.
- Give your staff space to excel
When you have a lot of responsibilities as a manager, it’s only natural to want to get stuck in and make sure things are running smoothly. The danger here is that there’s a thin line between taking care and taking over.
Nobody likes to be micromanaged, and by doing so you’re advertising the fact that you don’t trust your team enough to let them do their jobs without supervision. By taking a step back and showing your employees that you trust them, they’ll feel empowered – after all, you hired them for a reason.
- Show you value your staff
As a manager, your staff are your greatest asset, however, too many people take their employees for granted. Thinking of your business as a well-oiled machine may be a good way to visualise your day-to-day operations, but your team are more than just cogs.
Lucia Knight, a career satisfaction coach, says that “Many of the individuals I work with feel that no one really cares about their career within their organisation, just what’s needed from them”. She goes on to offer a simple solution to this: “a ten-minute real listening exercise can really nip some small problems in the bud before they become big problems in the future”.
By understanding what makes your team tick, you’ll be able to help them overcome any issues and excel in their careers.
- Leave your ego at the door
When working in a position of authority, it’s crucial to make sure you’re not abusing your power. It can be all too easy to assume that you know best, after all, you are the boss.
Not only will staff morale plummet in the shadow of your ego, but you’ll lose your objectivity, which could lead to poor business decisions. Recognise that you have teams of intelligent and enthusiastic employees at your disposal, giving you a pool of expertise to put to good use.
Sue Andrews, Business and HR Consultant at KIS Finance, recognises the importance of listening to and understanding your team. She says that “Empathy is not always at the top of the list of characteristics that people see as essential in a good leader. But without the ability to place themselves in others’ shoes, and see the wider picture, leaders run the risk of taking an autocratic approach, which may eventually prove unpopular with those around them”.