Are Your Managers Solving Problems or Creating Them?
By Matthew Chilcott – Owner, Consensus HR FCIPD, ACEL, BA (Hons)
Managers have one of the greatest influences on workplace culture, employee engagement and business performance.
Yet many organisations spend considerable time recruiting talented employees whilst investing far less time in developing the managers responsible for leading them.
The result can be a workplace where managers unintentionally create many of the issues they are expected to solve.
The Influence Managers Have
A manager’s actions affect almost every aspect of the employee experience.
Managers influence:
• Employee engagement
• Team morale
• Performance
• Attendance
• Workplace culture
• Staff retention
• Communication
• Customer service
Good management can help businesses thrive.
Poor management can create significant challenges.
Warning Signs That Management May Be Part of the Problem
Some common indicators include:
✔ High employee turnover
✔ Increased sickness absence
✔ Frequent grievances
✔ Low morale
✔ Poor communication
✔ Declining productivity
✔ Employee disengagement
Whilst these issues can arise for many reasons, management capability should always be considered as part of the wider picture.
Good Managers Are Not Born
Many businesses still promote employees into management positions because they are technically strong in their role.
However, being a successful employee and being a successful manager require very different skills.
Managers need to understand:
• Leadership
• Communication
• Performance management
• Employee wellbeing
• Difficult conversations
• Employment Law responsibilities
• Team development
Without support, even the most capable employee can struggle.
Continuous Development Is Essential
Management development should not be viewed as a one-off training session.
The most effective organisations encourage continuous learning through:
• Coaching
• Mentoring
• Internal development
• Leadership workshops
• Practical experience
• Ongoing support
Investing in managers often has a direct impact on employee engagement, productivity and retention.
Comment from Matthew Chilcott – Owner
“Many companies genuinely believe they are helping and rewarding a reliable employee when they promote them into management. However, without providing the necessary support and development, that individual can quickly become overwhelmed by the responsibilities placed upon them. I have seen excellent employees become stressed, demotivated and ultimately disengaged because they were expected to manage people without being given the tools to do so. Effective management development does not need to cost a fortune, but it does need to be planned, structured and supported. When businesses invest in their managers, everybody benefits – the individual, the team and the organisation as a whole.”
Management Development Is an Investment
Businesses often measure the cost of management training.
Few measure the cost of poor management.
The impact of ineffective management can include:
• Employee turnover
• Reduced productivity
• Increased absence
• Workplace disputes
• Customer dissatisfaction
• Management burnout
The question business owners should ask is not whether they can afford to develop managers, but whether they can afford not to.
How Consensus HR Can Help
Consensus HR provides practical management development, leadership training, HR support and Employment Law guidance to help managers and businesses succeed.
Whether you need support for a newly promoted manager or an experienced leadership team, we can help.
📞 01438 576750
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