Why bother with line managers if we won’t nurture them?
1 Jun 2015 - Blog, Case Studies
How many times have you heard the phrase ‘my manager just doesn’t know how to manage!’ I know I’ve heard it, and said it, in fact, on many occasions. It’s true, many line managers struggle with the core elements required for effective line management of their teams.
In January of this year, a post from HR Magazine discussed Cary Cooper’s – professor of organisational psychology and health at Lancaster University Management School – thoughts on how engagement programmes have no impact on wellbeing. He blamed line managers as the key culprits for the lack of engagement.
“My studies have shown that virtually all employee happiness areas have got worse since 2007 – things like staff feeling empowered, dealing with change, long hours, and managing wellbeing – and these are all things line managers are in control of,” Cary Cooper, as stated in HR Magazine.
Leadership advice is everywhere these days, but little of it concentrates on the crucial role of a line manager. Line managers have such a major impact on their teams and therefore organisations as a whole. Factors like high workplace stress and increased employee turnover, often caused due to ineffective line management cannot be ignored.
“The truth is line managers probably have more influence over organisational success (and failure) than they are given credit for…” Stephen Bevan.
More often than not, people are elevated to line management positions because they have excelled in their technical roles and are duly promoted, only to find many of their skills are redundant in their new role.
These are the five most common crucial factors for engagement line managers lack:
Line managers have a crucial role to play in delivering business objectives. Making sure they have the right skills to do so is vital to business success.
Managers and leaders have many traits in common, and if we truly want them to inspire teams to get the best results, we need to remember this when we promote new managers. We need to ensure managers are equipped with the skills that allow them to carry out their roles for the good of the organisation, otherwise we may as well not have them at all.
Check out our post on the negative impact ineffective management skills can cause in the workplace.
Original articles by Peter Crush and Stephen Bevan at HR Magazine:
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