Getting into a management role can seem daunting, particularly if you are a first-time manager and for those who have been doing it for a while, they know that management is definitely not a walk in the park. Most managers feel that they are not fully prepared for the role at hand and a majority of employees are actually disengaged from work, but the good news is that with awareness and training, managers can master management roles which will help drive engagement.
Ask for feedback regularly
While the intent is always a good thing, you need more than intent to cut it as a manager, because even though one’s intent might be good, the key is to always make an impact along with that intent. While businesses ask their people for feedback, how many managers actually ask their teams for feedback on them as managers? It can be done and in a non-threatening way that will make the manager-team relationships stronger. Instead of waiting for the right time, set aside time every month to ask your team for feedback on yourself as a manager.
Pay attention to bias
All human beings are biased because we have a brain, however, bias can also be mitigated when we recognize what they are and how they affect leaders, people, and their work. Ask your team about it, have an open conversation about bias, so that you get a better picture rather than asking just the people who do all the talking in the team. Always build a sense of fairness with the team by recognizing one’s own bias first.
Ask rather than tell people regarding their career
Career conversations are what all managers need to have with their team members, but they also need to change the way in which they approach it. While it’s easy to tell people what they are good at where they could improve, leaders also need to ask their team questions like, ‘where would you like to go in your career?’ ‘what can I do to help or make that happen?’ ‘what are your future career goals?’ They need to put across to people that their career is important to their managers.
Give more social rewards
Heard of the SCARF Method? It delves into how the human brain processes threats in a similar manner to how the physical body processes threats too, and in the workplace, it can show up in various ways. SCARF stands for Status, Certainty, Autonomy, Relatedness, and Fairness, and where people either feel that they are rewarded or threatened by the behavior of others. Managers can use these 5 domains to socially reward people which will make them feel more connected, valued, and appreciated, all of which help to see their manager through the eye of respect.