Managing People Is Getting Tougher
What’s missing in most workplaces is the human element of management, according to an article from Rainmaker Thinking. Businesses need managers providing direct reports with the guidance, direction, support and coaching they need. But that’s harder than it sounds.
Most struggle to give employees the coaching they need. When managers fail to provide that structured leadership, it makes the situation harder still. As a result, too many managers are stuck in a vicious cycle.
Among the factors making people-management more difficult:
• The pace of work is increasing, so there’s less time. On the other hand, to maintain a competitive edge, ongoing skill building is a requirement.
• There are fewer managers. The managers who are left are responsible for larger teams.
• Not everyone is in the office. More managers are responsible for employees in remote locations or on different schedules.
• There is increasing job pressure. Managers are under more pressure to get more work out of fewer employees.
• More interdependency. More work is handled in cross-functional teams. Most employees are answering to short-term project leaders in addition to their primary manager.
To amplify managerial challenges, hiring and retaining qualified workers is getting more difficult. Many workplaces are understaffed and overworked, and an unemployment rate of just 3.9 percent (as of the end of 2018) means slim pickings for managers searching for loyal workers.
According to a Contracting Profits article, job seekers in today's market currently have options for work, which is challenging for employers in the cleaning industry competing with more appealing roles. This reality has managers seeking ways to retain the staffs they currently have.
One of the best ways to do that is through training. According to cleaning experts, making sure appropriate and thorough training programs are in place will get new hires started off on the right foot. This is essential in retention.
Managers are encouraged to use these training programs for more than just teaching policies and procedures. They are an opportunity to create conversation. According to Rainmaker Thinking, regularly scheduled, high-substance, high-structure one-on-one meetings between managers and their direct reports are necessary so leaders can help their employees plan and prioritize for the best outcome.
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