Bruce Clarke, CAI’s CEO and president, identifies the importance of employees having managers in his most recent News & Observer column, “The View from HR.” Bruce lists several questions for employers that do not assign specific managers for their employees:
- How does an employee get help?
- Who does the employee go to with problems?
- Who is there to help keep the employee engaged and committed to both the work and the company?
Employees who do not have definite answers for the questions above will quickly disengage with their work and could eventually take another position at a company that boasts strong management. As Bruce mentions in his column, HR departments can help employees with questions they have regarding pay and benefits, but there will be many more topics that employees will want addressed.
Managers provide many benefits to the workers they supervise. They keep employees focused on completing assignments and aligning efforts to match company goals. Managers keep their employees engaged by giving frequent feedback and genuinely having interest in their employees’ professional and personal aspirations. They also serve as problem solvers to help workers when obstacles arise.
If your organization does not have managers assigned to each of its employees, be aware of the negative effects it could be causing. Decreased productivity, lowered morale, absenteeism and lack of trust for the company are just a few of the reactions you may face from your workforce if adequate management is not enforced. Here are a few reasons why employees need managers:
Guidance
Managers help their employees understand their roles and how they can affect business results. With proper goal setting and consistent feedback, both positive and constructive, managers help employees reach success.
Employees have questions that they need answered, and managers who work with them on an ongoing basis are the most equipped to offer them responses. Sufficient guidance and attention spent on employees will help them feel essential and respected in the workplace.
Growth
People are rarely satisfied doing the same tasks for long periods of time, so not planning for employees to grow can have dire consequences for your company, specifically high turnover. Because managers provide consistent feedback, they are aware of the strengths and weaknesses that their employees possess. This information not only helps managers assign projects, but it also helps employees visualize what they do well and what they need to improve. Managers are also qualified to suggest promotions, raises or special assignments for deserving workers.
Recognition
Data indicates that employees who do not feel valued at their organizations will leave. Managers can prevent this from happening by recognizing the hard work their employees contribute. Managers who seek opinions from their staff on company matters show their employees that their viewpoints are important and can shape business strategy.
In addition to recognizing an employee’s professional performance, managers understand that he or she has a personal life as well. Being fair with expectations and deadlines is mandatory for managers who want to respect their employees’ work/life balance.
Good managers who demonstrate leadership qualities are critical for keeping company morale high. Please call CAI’s Advice and Counsel at 919-878-9222 or 336-668-7746 for additional information.
Photo Source: alancleaver_2000
Tags: Bruce Clarke, employee engagement, Managers, The View from HR, training, work/life balance
