All managers go through ups and downs. With the ever-changing landscape in business, today managers must continue to improve and innovate on how they motivate their employees. We will focus on 4 keys to help you start your transition from being a good manager to a great manager.
Select your staff based on their individual Talent
35% of job postings require a bachelor’s degree, 30% require a college associate degree, and 36% require zero education. Managers use their automated tools to scan resumes for completion of a degree. With automatic screening processes, it shrinks your talent pool, and it doesn’t give you a chance to see what the candidate’s strengths are. The best managers open the scope and realize that it’s about the talent of the employee not necessarily where they went to school or their job history. The focus turns to the drive, focus, discipline, personal responsibility, ability to persuade, and take charge. The questions are now more situational and related to how a candidate would deal with a problem, as opposed to a structured answer from a textbook. HR professionals will support these hires as they are more effective, and this is done with realistic testing to find the best talent. What Separates Great Managers from the Not-so-Great?
Play to your Employee’s Strengths for Motivation
71% of employees who believe their managers can name their strengths, report feeling engaged and energized by their work. 78% of employees who have a meaningful discussion with their manager, feel like their work is needed and making a difference. Gain an appreciation of your employee’s strengths and weaknesses. Asking the right questions like “what was the best day of work you’ve ever had” Now remember, strengths are not necessarily something you’re good at, it can be something that fascinates you and you can’t wait to try it again. To determine weaknesses, ask the opposite, “what was the worst day at work you’ve ever had?” A weakness is something that drains your energy, an activity that you never look forward to doing and that when you are doing it, all you can think about is stopping.
There was a study done by Albert Bandura, the father of social learning theory, that shows self -assurance, not self-awareness, is the strongest predictor of a person’s ability to set high goals, to face obstacles, and to push through. Self-assurance should be reinforced by the manger. Great managers know it’s not about pointing out flaws, and pigeonholing their employees, they understand what to reinforce by analyzing their employees throughout the day. As a great manager, understanding your employee’s weaknesses is an understanding of where you need to teach. By reflecting on what is needed to be taught, you know to compliment your employees with opposite strengths, so it is one cohesive unit.
How has it changed over time
In years past, the manager role served a different meaning. The manager was the one who made all the decisions. The management style has turned from exclusive to inclusive, and now managers are including their employees during the decision making process. This shows the managers are growing their employees, and the employees matter. The growth of the manager role has turned into less of directing and restricting, to more of collaboration and freedom.
Conclude on it as to why the change was necessary
A managers role within an organization is always changing, just like every other position. The business world moves at a rapid pace with the internet being a major factor in that. It’s not necessarily bringing out the best of the team, but to expand the limit of what their “best” means. From there you will see your team achieve far more, then what they ever thought.