Learning to Manage Your Team

Recently one of my clients asked me to help one of the managers in her business, who wasn’t that confident in his role. Rather than sending the manager on an off the shelf ‘learn to manage’ course, my client asked what I thought would work best. After a brief conversation with my client, to find out about her concerns, I then spoke to the manager. As a result, we decided that some 1-2-1 management coaching sessions with the manager would be ideal.

One of the manager’s main issues was that he needed to learn how to deal with long serving members of staff. There had been a number of incidences when he might ask them to do something, for them to tell him that it wasn’t part of their job. Both the members of staff have been with the company for some time and like the way things always used to be. They weren’t keen on change – something many of us struggle with.

Rather than come down heavy handed on his staff, the manager and I agreed, during one of our sessions, that he needed to learn how to push back and challenge his team members. To help him do this more effectively we used the Quest personality profiling system, to show up in which areas he is stronger and weaker. This showed us the skills that we needed to work on. It’s not possible to turn all your weaknesses into strengths; you need to understand which are the most important ones that you can develop.

We also looked at the manager’s best communication style and how that relates to the communication styles of his team members. We discussed the importance of not treating everyone the same. Instead, look at how they like to be managed and find a middle ground.

I will carry on working with my client’s manager, over the coming months, to coach him in his job and help him to overcome other obstacles that will come his way, as his confidence builds.

If you would like to arrange 1-2-1 Coaching for your members of staff, do get in touch. We can discuss the issues and work out the best way forward, for you and for them. Call us on 0118 940 3032 or click here to email me.

Employee Engagement – Where is it Going?

According to the CIPD Employee Winter Outlook for 2012-2013, employee engagement levels dipped to just 35%. At the same time, a massive 61% of employees are neither engaged nor disengaged with their jobs and their companies.

On a more positive note, engagement is highest in small businesses, with 60% of staff in small businesses saying they’re happy at work. Perhaps this is because a disengaged member of staff can cause more problems within a small team and issues can be spotted more easily than in a large business?

Employees with the shortest service are the most engaged at 43%. This means that as a manager, you need to make sure you look after your staff as they continue their service with you. Don’t get complacent and assume that they’re still happy just because they haven’t left.

56% of staff agree they have achieved the right work life balance. Is this enough or do you want more of your staff to have the right balance?

Here are some more interesting numbers from the survey:

  • 19% feel it is likely or very likely they could lose their job
  • 20% are looking for a new job
  • 26% of senior managers are looking for a new job
  • 36% of employees with 1 or 2 years service are job seeking
  • 33% report that redundancies have been made
  • 14% say redundancies are planned
  • 42% of employers have frozen pay
  • 20% report that working hours have been decreased

How engaged are your staff? How has this changed in the last year?