It’s a stock phrase: people don’t quit jobs, they quit bosses.
In this case, that common-sense idea is backed up by data. Research from workplace analytics and advice website Gallup states that a great manager is key to keeping employees at any job; in fact, it would take a pay raise of more than 20 percent to convince most people to leave an engaging manager. Further research by Gallup claims that over half of quitting employees believed that their manager could have done something to convince them to stay with the organization. To sum up: management needs to engage with their team.
“Engagement,” though, is a broad word. While it’s clear that people don’t want a manager who’s completely hands-off, leaders need to be careful not to try to control everything either. Instead, engagement involves providing constructive feedback and showing empathy and investment in an employee’s growth. In short, a good manager fosters trust and forms relationships.
“To be effective as a manager, I believe you need to always treat the relationship with each of your team members as a personal one,” said Chermaine Hu, CFO Episode Six, a company that provides a customizable and fast digital payment platform for businesses. “You need to know their strengths, limits, skills, experiences, likes, dislikes, goals and aspirations.”
This claim is also backed up by copious research. Workplace culture survey platform Officevibe reported that receiving feedback dramatically improves employee engagement; 78 percent of employees said being recognized on the job made them more motivated. In addition, Gallup reported that when managers are willing to listen to work-related problems and provide empathy, employees are 62 percent less likely to burn out.
In her conversation with Built In Austin, Hu spoke about the importance of giving employees the “why” of any project, and how to balance offering support and being more hands-off as a show of trust.
“You are not just asked to mindlessly follow orders,” said Hu. “You are asked to think, apply your skills and capabilities, and take some risks at times.”
Following in Hu’s footsteps and adopting an attitude of mentorship to their employees is a key part of great management.
How would you describe your management style?
I care deeply about each of my team member’s personal and professional growth. I believe the best way to support such growth is by encouraging them to always understand, think and believe.
I would never ask someone to do something without explaining the “why.” If you have a clear understanding of the issue, you will be able to analyze the situation more holistically and think through and evaluate all the alternatives more thoroughly before determining the best way forward. Your approach may not always be successful or right, but you can always reference back and understand what didn’t work and why. This not only creates a more rewarding learning experience, it also induces a greater sense of ownership and responsibility.
Through each experience, you learn to believe in yourself, your judgment and your ability to accomplish things that you have not done before. This is growth!
How does an effective manager know when to stand back and be hands-off, or take a more hands-on approach with direct reports?
Based on what you know about the individuals, assign them a balanced set of tasks and responsibilities; some that leverage their strengths, and some that push their limits and provide opportunities for growth.
With newer team members, checking in more in a friendly and supportive manner cannot hurt. As they build up their experiences with you and their track records in delivering, being more hands-off is not just an efficiency enhancement for both sides. It is also your way to show trust and recognition, which is essential in any relationship.
What can a new manager start doing right now to help become a better manager?
Learn to listen and care. If you truly care about your team members, many of your interactions with them will naturally be nurturing and supportive. Over time, you can introduce more frameworks and practices to further solidify the relationships and continue to help your team succeed and grow.
