Are you a dead beat leader?

Are you a dead beat leader?

Dead beat leadership!

I have worked with a few in my career and I also managed people for over 20 years. I'm sure in the first few years as a new manager I fit into the category of a dead beat manager! But with training and support I learned to create a culture of productivity, love and respect for each other. It was very challenging and rewarding for me and it's never to late to turn things around.


Below is some great info I found on https://www.engage2excel.com with Jack Wiley PH.D


Why do employee perceptions of managers matter? Understanding what employees want most in a manager is important for HR leaders and the executives and managers they support for a variety of reasons. In today’s age, where all organizations are competing for talent, the role of the manager is vital. To be successful, organizations need managers with the ability to engage, motivate and lead teams in a very effective way. Employing managers who demonstrate the attributes that employees want most, especially in a highly competitive labor market, is critical to attracting and retaining the talent organizations need to achieve their fundamental business objectives. Organizations and teams that are led by managers who display the attributes that employees want most have greater success, regardless of how you measure it: whether it is in terms of employee engagement, employee productivity, the quality of team interactions or overall team performance. Unfortunately, managers often receive little or no training in how to successfully engage, motivate and lead employees. According to a Career Builder survey, 58% of managers said they haven’t received any management training. The Bottom Line: Attraction and retention of the talent needed to achieve organizational objectives are dependent upon how managers show up and operate. Managers who embody the attributes employees want most in the way they operate their business achieve a host of positive results for themselves and the teams, departments and business units they lead.


58% of managers said they haven’t received any management training.

Five Managerial Behaviors Employees Value Most

The five behaviors employees value most in a manager paint a clear picture of what all individuals need to perform effectively and achieve psychological well-being in the workplace. Support and Consideration: Employees want a manager who will be available, listen to the issues and concerns that they have, and adopt a positive point of view with regard to the subordinates’ contributions and potential to contribute. They want a manager who will support them emotionally, support them with resources and help them get their job done. Recognition: Employees want to feel appreciated for the knowledge, skills, abilities and competencies they bring to the job. However, in addition to work contributions, employees are interested in being recognized for their passion and for their willingness to go the extra mile to accomplish things. Dignity and Respect: Employees want to be treated in a respectful way, regardless of how much experience they have, their number of years in the job or even the level at which they perform in relation to their coworkers. Demonstrating respect for diversity in the workplace is increasingly important in the world in which we operate. Clear Performance Expectation: Employees know that their performance will be evaluated. They need help in understanding what is expected of them to be successful, which is essential to maintaining self-esteem. Once they understand the expected contributions and outcomes, they are better informed and motivated to perform. Rewarding Performance Contributions: The role of the manager in rewarding performance is overlooked by most theories of managerial behavior and performance. But this is very important to employees. They want to be rewarded for the contributions they’re making, not just financially but also in terms of their personal development. Employees want more opportunities to be trained, to develop their skills and career, and to know that their manager is invested in helping them advance their careers.


I hope this was helpful!


With Gratitude,
Kellie
xoxo

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