Empower Your Managers With Talent Optimization
Are your managers undermining your overall company goals? You rely on them to lead teams toward objectives as one cohesive unit, but a recent survey shows that the quality of your management has a lot to do with your success. Your approach to talent optimization can impact your path going forward.
The Predictive Index survey of more than 1,000 employees in 13 industries found that there are subtle ways in which managers do more harm than good. For example, poor managers tend to be self-centered and are quick to anger. They often berate employees and talk in a negative light about employees behind their backs.
Conversely, employees who say they have a quality manager are able to approach them with work problems without hesitation, which means their manager is a good communicator. They know that their manager values their skills and other employees’ skills. Good managers are also prone to respecting personal values, even if they don’t match up 100% with their own. They’re an integral part of a talent optimization strategy that values cohesiveness.
Feeling Safe at Work
Happy employees feel a sense of security at work. This can have a lot to do with their relationship with direct management. The person who knows they are going to be subjected to humiliation at the hands of their manager is not going to have this sense of security. The employee who knows their manager could fly off the handle at any given moment is going to be fearful, which leads to psychological stress. None of that is good for productivity and works against your desire for talent optimization.
A quality manager is level headed, empathetic and equipped with the tools to build teams based on the skillsets of each individual. They know how their employees want to be managed, and that works toward team-building excellence.
Unfortunately, many employees work with managers who lack team-building skills. Their managers don’t provide feedback and they lack time management skills. They don’t know how to delegate authority and are poor communicators.
Good managers will lead frequent team meetings where quality information is shared, which empowers employees to do their jobs at a higher level. Quality meetings aren’t an exercise in micro-managing or nit-picking; they’re a morale-boosting gathering where facts are laid out so decisions can be made that enhance productivity.
To be sure you’re hiring the right people to build and lead your teams, don’t rely on experience alone – you need science on your side. By utilizing the Predictive Index, you can identify people in your organization that have the attributes required to be a quality manager. At PI Consulting Group, that’s what we give our clients – the data they need to promote the right people. Contact us and let’s discuss our methods.