When managers fail, companies feel it. The workplace becomes unhealthy, employees become unmotivated, productivity declines, and loyalty dwindles.
However, when managers are skilled things get done.
Skilled managers provide direction, distinct purpose, and structure to work activities. They understand the importance of developing quality relationships with employees in order to earn trust and drive objectives.
I recently read Clayton Christensen’s book, “How Will You Measure Your Life?” where he stated that, “If done well, management is among the most noble of professions.”
I can’t agree more with this statement…
Skilled managers inspire employees to give their personal best; they keep teams on track, drive efficiency-, and they seek out opportunities.
Yet, in my experience, managers are often underappreciated and undervalued.
Savvy leaders recognize that the health and success of their companies rely on the skills of their managers. They view the ongoing development of their managers as an investment, not an expense.
When leaders support the development of their managers they reap the following organizational benefits:
Managers impact productivity and continuous improvement.
While direct reports implement processes, it is the manager who is accountable for the effectiveness of the entire process. And, an astute manager is able to seek out innovative ways to streamline those processes.
Skilled managers give employees the direction they need to identify opportunities and work efficiently. In a Harvard Business Review article, Rosabeth Moss Kanter explains, “Because middle managers have their fingers on the pulse of operations, they can also conceive, suggest and set in motion new ideas that top managers may not have thought of.”
Managers impact change.
Change is constant in business, yet too often managers get unfairly labelled as resistant to change. However, when engaged authentically and early in the process, skilled managers become ambassadors for change.
In addition, skilled managers help their teams deal with the impact of change. They manage employee attitudes constructively and encourage them to think differently about the change.
Managers enable successful change because they are uniquely positioned to:
- Use their informal networks;
- Monitor employees’ responses to change; and
- Manage the requirement to run the business while change happens*.
Managers impact engagement.
When it comes to employee engagement, skilled managers see it as a tool for business success.
Managers are well positioned to develop and capitalize on the strengths of their employees. Smart managers provide employees with valuable support in problem solving and personal development. They also create an atmosphere that encourages the exchange of thoughts, ideas, opinions, and mutual respect.
Collectively, these efforts create workplaces where employees have a sense of pride in their contributions and confidence in their abilities. These positive experiences are the basis of employee engagement and productivity.
Skilled managers are intelligent and noble. They understand the true nature of work activities, procedures, productivity, and the need for change and progress. They foster human relationships. They go the distance, get the job done, and make valuable contributions to an organization’s overall success.
Do you think developing skilled managers is worth the investment?
*In Praise of Middle Managers, Quy Nguyen Huy, Harvard Business Review 2001.
