By Cathleen Snyder, SPHR, SHRM-SCP

One of the most frequent complaints that we hear about mid-level managers is, “They don’t manage their people.”  A team isn’t meeting productivity goals, has high turnover, and/or low engagement.  Add to that, that most companies evaluate their managers on productivity goals, but overlook how they achieve those goals.  Are they effectively managing their people, providing feedback, and motivating their employees?

We’ve all heard the adage that employees don’t leave companies, they leave managers.  With managers being such a critical element in employee retention it’s important that organizations take a hard look at what they are doing to help their mid-level managers be successful as leaders.

In a recent survey of 500 managers by business and technology consulting firm, West Monroe, managing their people ranked second of the most common workplace stressors.  44% of the managers that responded said they feel overwhelmed at work.  One reason for this may be a lack of management training.  Only a third of managers received 9 or more hours of manager training.  A startling 44% received less than 2 hours manager training.

Without training, managers will tend to emulate the management styles they have been exposed to, regardless of how effective that style may have been.  Even in today’s business world of advanced technology and innovation, we assume that individuals will have management skills, or learn them along the way.  With the impact that managers have on the overall success of the company, it’s too big of a risk to assume managers will “figure it out.”

The good news is, the benefits of conducting management training are many, and well documented.  In the West Monroe survey, of the managers that had training prior to beginning their management role, 92% stated they feel they have an adequate work-life balance (i.e. less overwhelmed).  85% feel that their responsibilities are clearly communicated.

According to Forbes Magazine, “An employee’s relationships with his or her direct manager is the most important single factor in employee engagement.”  Other key reasons to train your managers:

• Providing management training can lay the groundwork for consistency in how employees are being managed across the organization.
• Effective, well trained managers are proven to improve morale, thereby improving retention, which is critical to a productive workforce.
• Training your managers goes a long way towards reducing claims and litigation.

As we continue to stress, today’s job market is challenging to find the talent we need.  Our priority needs to be engaging and retaining the workforce we have.  Ensuring your managers are well trained and effective in their roles is one of the most important steps we can take to being a successful organization.

Cathleen Snyder, SPHR, SHRM-SCP, is Director of Client Relations with Strategic HR, and is passionate about manager training.  If you would like to share your comments or learn more, contact her at Cathleen@strategicHRinc.com.

 

Have you heard about Strategic HR’s Supervisor Training Series?  We’ve develop this three-session program to help give your managers the tools they need to effectively manager, engage and motivate your employees.  Register your managers today!

By Robin Throckmorton, MA, SPHR

“If the rate of change outside exceeds the rate of change on the inside, the end is near” by Jack Welch

In the workplace today, there is so much change taking place, we can’t escape it. But, we have to decide how we are going to handle or cope with each change.

So, what is change really?! Change takes place when something is one way but has to become something different. The problem is the current way usually is more comfortable or believed to be normal. On the other hand, the new way is uncomfortable. But change is unavoidable in today’s work world so we have to find a way to accept the new normal.

Responses to change run the gamut. Think about the last time your computer operating system changed. How did you feel – lost, frustrated, irritated, uncomfortable…But, as you think about it, would you go back to 2 or 3 versions ago? No, for multiple reasons including the newer ones are better and older ones may not even exist anymore.

As you know, change evokes all types of responses – anxiety, fear, irritability, overwhelmed, resentful AND excitement, opportunity, growth, newness, fresh. According to a Change Management program by BLR, there are five defenses to change: deny (if I ignore it, it will go away), blame (it’s management’s fault), delusion (believe it will go back to the way it was), anger (resist and not cooperate), and last defeat (feeling can’t change and give up caring at all).

Knowing these “defenses” you can be more aware of whether or not you are responding defensively. Sometimes, how we view or respond to change sets the stage for how we’ll cope with it. “Is the glass half full or half empty?” Will you respond positive or negative; constructive or destructive; engaging or defensive. So, how can we be sure we respond positively?

“Change before you have to” – Jack Welch

Here are just a few tips to help you through your next change:

– Pay Attention
If you are paying attention, you will notice signs that change is needed and/or going to happen. Even change that literally happens “overnight” has signs it is coming. However, we often get caught up in the situation and intentionally may ignore the signs. If we anticipate a change is going to take place, we can better prepare ourselves.

– Knowledge
When you start noticing the signs, knowledge becomes your power. What do you know about the change? Why is the change happening? What is the goal or purpose of the impending change? What will it look like when it happens? Whether the change is happening or going to happen, seek information to help you understand it. It is far easier to cope with something if you have information, even if it is just a little information.

– Communicate
Everyone exposed to the situation is going through the change and likely having mixed emotions both good and bad. But, some people will be responding positively and others negatively. Share your feelings with others but try not to engage with the “naysayer” who will just bring you down more, hold you back and make others resentful of you. You’ve heard these people – “this will never work” or “we’ve always done it this way.” As you share, you’ll find out you are not alone. And, others are having similar emotions. Together you may be able to identify ways to cope with the change. Use the positive talk to help motivate you and help you see the silver lining.

– Embrace
If you aren’t paying attention to the signs, change may already be in full swing by the time you notice. It is too late to stop it. The more you try the more frustrated you will become to the point of isolation. You have to accept and embrace the change. Make yourself imagine how it will feel once the change becomes the new “normal”. Get involved in the change by finding out how you can help; and, encourage others to accept the change as well through positive talk. Be sure you are helping resolve problems and not avoiding the “new”.

– Coping Skills
During a stressful time, our bodies all respond differently and not always very positive. We can go on an emotional rollercoaster or even impact our eating or sleeping. Some possible coping strategies may include:

• Exercise – keep doing what you are already doing for exercise. Don’t let the “change” alter your exercise routine. But, if you aren’t exercising, add some form of exercise, even a short walk.
• Distractions – do something for yourself that gets your mind off of the change for a little bit each day. This will help calm your mind and reduce your stress.
• Goal Setting – establish goals that will help walk you through the change process so you feel more in control of what is taking place. As you accomplish each goal or step in the process, you’ll be closer to making the change and feel the success of the achievements along the way.
• Reflect – think about past changes you’ve gone through that you survived and even thrived as a result. What did you do that helped make those situations feel successful?

Change is inevitable so we must find ways to accept change. As mentioned in Managing Transitions: Making the Most of Change by William Bridges, “The only certainty is that between here and there will be a lot of change… There’s no way to avoid it. But you can manage it. You can. And if you want to come through in one piece, you must.”

Robin Throckmorton, MA, SPHR is with Strategic HR (www.strategicHRinc.com). If you have questions or comments about this article, you can contact Robin at Robin@strategicHRinc.com.