I’ve recently been revisiting Gallup’s State of the Global Workplace Report 2022 which shares a host of insights, from how miserable people are (or aren’t) at work, to the effect that managers can have on their teams.
Within all this fascinating insight (I’d recommend a look), my eye was drawn to the ‘From the CEO’ statement from Jon Clifton, Gallup’s CEO:
“…how do we know if workers are being treated with respect? Or feel cared about? The real fix is this simple: better leaders in the workplace. Managers need to be better listeners, coaches and collaborators. Great managers help colleagues learn and grow, recognize their colleagues for doing great work, and make them truly feel cared about. In environments like this, workers thrive.”
It stopped me in my tracks. How do we get more managers and leaders like this? What support do they need to achieve this, especially when they’re juggling a host of post-pandemic challenges that demand more and more agility and doing more with less? Although leadership training and programmes can work, what else will help?
Here are three ideas I’ve been considering:
Remembering that leaders are human beings. Although there are sometimes ‘bad apples’ – leaders who don’t have a particularly high level of emotional intelligence or misuse their authority - the majority of managers and Ieaders I’ve met and worked with try to do the best they can with what they’ve got. They don’t have magical superpowers. And that’s especially true right now.
Make time for yourself – this is especially important when there’s a lot of change happening. I’ve seen managers so busy looking out for other people or making sure they’re consistently showing up to support a change process, they forget about taking care of themselves. And take time – on a drive or walking the dog - to reflect on how you’re doing so you can objectively see what you’re achieving and the impact you’re making.
Remember – it’s not your job to try to solve everyone’s problems – definitions of a great manager or leader can vary, but the pandemic and the increase in hybrid working has shifted expectations of these roles. Although managers should be the first port of call for their employees and be good listeners, it doesn’t mean they have to directly solve people’s challenges. Being equipped to signpost people to resources that will help them when they ask for support, is so much better than trying to do everything.
What else would you add to this list?
If you’re a leader or manager who wants to be better at what you do, especially in times of change, get in touch.