Can you recognize the signs of poor office management? If you are measuring your management teams purely by key performance indicators and profit, you may be overlooking the clear signs of poor management that could be impeding your company’s success and productivity.
In the previous parts of this series, we looked at recognizing employees needs in a work environment and motivations of disengaged employees. In this section, we take a look at the signs of poor management and how it can heavily affect your employee retention rate.
High Turn Over Rate
Frequent and rapid turnover in an office is most often a sign that employees feel their employer doesn’t care about its workers. This is perhaps the most egregious of management blunders as it’s one of the easiest to prevent.
Smart companies empower their managers to balance being professional with being human. Support your managers and team leaders in celebrating employee successes, empathizing at their hard times, and challenging them both within and outside of their duties, even if it hurts productivity in the short-term. Companies that fail to illustrate they care in these ways will always have higher turnover rates than those that do.
For top talent, they will find it impossible to work for someone who isn’t personally involved and doesn’t care about anything besides production yield. So, find and develop managers that can illustrate to your employees that they are worth working hard for and in turn, they will want to follow your company through difficult or stressful situations.
Once identified, one of the easiest ways to start the process of turning things around is to make detailed promises to people then uphold every letter of the commitment. This will prove you are trustworthy and honorable; essential qualities to break any sense of disloyalty or uncaring disposition.
Hiring and Promoting the Wrong People
Many problematic managers are talented employees that were promoted too early and were not ready for the demands and nuances of management. Skills that make a great employee in one aspect are completely different from those required to manage professionals and handle the administrative details associated with any leadership position.
You should never promote or hire someone solely based off high productivity or hard skill levels without the willingness to further develop and prepare them.
Lack of Training
A byproduct of hiring and promoting the wrong people is the lack of training and guidance to help your managers be effective leaders. This ties into the skill development of your top workers throughout your company. If your managers can identify individuals with potential leadership abilities, you can start fostering their management skills so when the need arises, they can be promoted seamlessly with the confidence that they can handle the expanded responsivities.
One critical mistake companies make is assuming that if an individual is great at their job, they’ll be great as a manager as well. By investing the time to develop coaching and mentoring capabilities early and continue them even after they are in a management position you can avoid situations where entire segments of your company feel mishandled.
It gets worse when the wrong person gets hired or promoted. Good, hard-working employees want to work with like-minded professionals. When companies don’t put the effort into selecting the right person for a leadership role it can be a major blow to the motivation of those working alongside that individual.
If employees don’t understand the guiding strategy and direction of their department and how it fits into the overall organization’s, how are they going to push and stay motivated day-to-day? Having a strong set of corporate values, a mission statement, and specific goals both for the company, and its departments, teams, and individuals can help direct your employees’ energy and foster a sense of ownership in the larger corporate community.
Every company should strive to have employees that know, understand, believe in, and advocate for the corporate/department purpose. This has been a constant feature in employee satisfaction measurements for many years now as it speaks to other elements such as if employees feel valued or included in the corporate culture (more on culture in Part 4).
Doing anything necessary to help employees feel valued, as mentioned above, is essential to keeping hard-working professionals in your company for the long-term. While it may involve investing more time and resources into listening and understanding any feedback to incorporate it into the direction your company is moving, it will prove dividends in the future.
The importance of having highly-qualified leadership in your organization cannot be overstated. Not only do they need to help guide your organization into the future, but they need to be able to make the future tangible for each and every one of your employees. Having the right people, not based on past performance, but future capabilities to communicate and navigate the various pitfalls associated with leadership is vital.
Comrise’s Executive & Permanent staffing services consist of identifying and attracting executive talent through a rigorous approach and a thorough understanding of different industries and functional roles. Whether you are looking to promote from within or attract leaders from abroad, we can help.
In the next, and last part of this series, we will tie together the three previous segments to cover topics like work/life balance, technology, and office culture.