People leave managers, not companies. More specifically, over 50 percent of employees have quit their job because of their manager. So, how exactly can you better manage your team? Here are a few answers that will help you better invest in each one of your employees.
1. How often should you schedule one-on-ones?
The short answer? At least once a month. You can scale this number back if you need to, but as managers, it’s important to be there to support your team, and a one-on-one provides a safe space for employees.
2. How do you help employees grow who don’t have a clear career vision?
It helps to take them back to the basics, see what gets them excited about their career. Try having them work on special projects — this allows them to dip their toes in the water of a new role that they might not have pictured for themselves otherwise.
3. What do you do if people want to move roles, but it’s not the right time for the company?
If you have to say no, say no for now. You can still help them grow by working on skills needed for their current position. Besides, there are plenty of alternatives beyond a role change that can motivate an employee. Many times, someone will stay in their current role as long as five to 20 percent of their time is on things that they really enjoy or feel challenged by.
4. How do you deal with signs of burnout in you team?
If you find that your whole team is experiencing workplace burnout, you may have to reassess your managing style. If it’s only affecting one person, dig in and understand their situation in particular. Often times, it’s the emotional side of their work, not just the heavy workload.
What are the most important lessons you’ve learned as a manager? We’d love to hear your management experience and insight. Connect with us on Facebook, LinkedIn, and Twitter, or visit our website to learn more about Madison Approach Staffing.
