Managers often face the expectation that they will solve any problem on their team, no matter how large or small. Yet managers are also growing professionals – and sometimes, they need help in order to be the best possible leaders for their teams.
Here are four signs your managers are struggling and how to help them:
1. People keep quitting the manager’s team.
If a manager’s team turnover suddenly rises, or if it’s consistently higher than that of other teams, the manager may be struggling in several ways. They may not know how to interview effectively for cultural fit. When new candidates are hired, onboarding or ongoing communication may be lacking.
To address this problem, provide regular training for managers on how to interview and hire strategically. Check in with managers on how they are onboarding new hires and what their team communication looks like. And don’t hesitate to suggest a recruiter who can help managers learn these skills.
2. Things get done, but they aren’t things that contribute to the team’s goals.
The manager’s team is constantly busy, and they have completed tasks to show for it. The problem is they don’t have results that are relevant to their core mission within the company.
Here, the manager may struggle to understand the overall vision of the organization, to communicate it to the team, or to prioritize tasks in a way that produces the largest effect with the least effort. Address this issue by teaching managers what the “big picture” looks like and how to break it down into the concrete tasks their team specializes in doing well.
3. The manager is never available when needed.
Managers who are impossible for either their team or their own supervisors to reach are nearly always overbooked. They’re simply trying to do so many things they can’t fit one more phone call, meeting or email on their plate.
Here, a focus on time management and delegation skill development is a must. Managers may balk at spending an entire day or two in training, but the skills they learn will gain them far more time in the long run.
4. Changes are made, but the impact doesn’t land on improved results.
Most struggling managers know they’re struggling. To deal with the problem, they may implement changes to the way the team does their work, only to find they’re still struggling because the changes don’t pay off in improved results.
To address this problem, start by talking to the manager. Why are the changes being made? Is the manager merely trying to meet requirements set by their own supervisor? Do they need help, but they aren’t sure how to ask for it? Do they struggle to make the connection between their actions and the team’s results? By pinpointing the problem, companies can help address it.
At THE RIGHT STAFF, LLC, our recruiters can help you find the staff you need to ensure your teams and their managers reach every goal they set. Contact us today to learn more.