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Being a manager comes with many challenges. Remaining positive and motivating your staff when their morale is so low, dealing with the unresponsiveness of those above you, or not having enough resources to make their jobs easier, are just some of the problems you face on a daily basis. While these issues seem insurmountable, there are things you can do to overcome your challenges. As a manager, you have a lot to do. You have team meetings to attend, reports to compile, and employees to supervise. And on top of that, often, these tasks feel thankless and meaningless, as you do not see immediate results.
What can employees expect from managers as well as superiors:
All individuals are hungry for any form of recognition
Every person has unique qualities, hobbies, and interests. This inspires every person to feel motivated and wants recognition. It leads to a feeling of self-respect and accomplishment. As understood in Maslow’s theory, only self-actualization is the prime motivation that drives every human being toward success. Every individual is hungry for recognition. And, neither happiness nor unhappiness comes free. Some individuals always want something or the other and would not mind being recognized and rewarded for their efforts. While other individuals, despite their presence, remain unnoticed. The difference between the two is quite clear.
As humans, we are naturally driven by the need to feel wanted. We want our friends, family, and peers to like and accept us, and we look for ways to make them feel loved, however small. Repeatedly, research has proven that one of the most powerful ways to gain another person’s approval is to give them a gift. Research shows that consumers are more likely to buy a product or service when given a present, and consumers of luxury goods are more than twice as likely to give gifts than the general public.
Every employee expects their superiors to be polite to them.
Some employees aren’t particularly polite to other coworkers and subordinates. Some employees expect their superiors to be perfectly polite and allow their bad behaviour to go unchecked. As a leader, it is good etiquette always to put the needs of others first. As an employer, it is your duty to make sure employees feel valued. This means ensuring you provide a respectful work environment where employees can express any issues or concerns. Every employee expects their superiors to be polite to them. Some are pleasant, and most of them are not. If you are an executive and you also happen to be a boss, you expect it to be the other way around. But, unfortunately, being polite doesn’t always come easy to even the best of us. Having to pay lip service, even when not feeling it, can take a toll. Being polite to others is a hard habit and even harder to maintain.
Employees expect their managers to be their role models.
Today, many employees are watching their bosses for examples of how to do their jobs correctly. Employers can’t expect employees to have all the answers, but they can set an example for employees to follow. The role of a leader is to set an example for the employees, which includes being a good listener, supporting them in their trials and tribulations, and coaching a team to be more efficient.
Employees expect their managers to mentor them
No one comes into a job with the knowledge of how to do it correctly. They may have the required skills in the raw form that need more polishing, which by the way can be done over time. How, you ask? Think mentoring programs! These programs can do more than just train employees to be efficient and productive; they can also help the employees see their future at your company. As a manager, you should, therefore, see to it that an effective mentoring program is in place so that your employees can get the guidance they require to be at their peak of efficiency and align their goals with that of the organization.
Employees expect managers to interact with them.
Employee engagement is a hot topic in business today. Companies invest millions in research, training, and tools to help employees be as engaged, productive, and satisfied as possible. As managers, we interact with individuals daily, but just because we do it on a daily basis doesn’t mean it’s easy. First, listen. I know this sounds obvious, but it’s not. Listening requires setting aside your own agenda, which can be challenging. But ensuring you listen gives you the information you need to understand the team member.
Be transparent with your employees.
At some level, we all understand that employees will suffer if a company is not profitable. However, many leaders and executives believe that employees are more likely to seek employment elsewhere if they struggle financially. As a result, employees often end up feeling insecure, anxious, and confused.
Help in upskilling your employees.
To achieve better results for your organization, it’s crucial as a manager to tap into the potential of your employees. One effective approach is to invest in employee training to enhance their efficiency. Consider hiring a reputable trainer who can teach your team the specific tasks performed within the company, helping to upskill them effectively. Additionally, you can distribute training feedback forms, which may help you gather valuable insights into how employees perceived the training. This feedback can be used to make necessary improvements and ensure the training meets their needs. By implementing these strategies, you can unlock your employees’ potential and drive improved outcomes for your organization.
This all-too-common attitude is commonly referred to as the “money illusion,” which puts leaders out of touch with what employees really need to be successful. When employees are treated like commodities, their perception of the company and their intentions to keep up with their future employment goals suffer, and they forgo investing in themselves, becoming burned out, and lying dormant. The end result is a disengaged workforce, which costs companies thousands of dollars in potential productivity.
