As A Manager, Do Your Staff Know What They Can Expect From You?

Be an Effective Manager and Tell Them

To have a successful career in any company you must know how to build relationships. In addition, one of the most important relationships is between the manager and their direct reports. The strength of this relationship can have a direct result on the success of a team. Yes the relationship between the manager and their staff must be ‘open’ and ‘trustworthy’, that’s a given – but what else should your staff expect from you, their manager?

During my 20 years plus management career, I’ve observed and experienced that certain behaviours, on the part of both the staff and the manager, are conducive to productive and rewarding relationships.

I share my views below and I hope that I can help other managers, leaders, staff and teams to improve their relationships and as a consequence, their performance.

Provide clarity of direction.

As the Manager, it is my job to communicate clearly, where the business is going, why and what the benefits will be if we accomplish what we set out to achieve. Every quarter (at least) the boss should get up in front of their team and explain the progress of the department / company. By informing the staff of the progress, this provides a critical context for the work they perform. It also provides a better sense of how their job contributes to the company as a whole.

Set goals and objectives.

Without goals and objectives, how do you know where you are heading? As well as team goals, each member of staff should know exactly what individual goals he or she is going to be measured on over a given period and where to invest their time. As a Manager, you should also regularly review the progress on objectives and goals with the team and with the individuals (at least quarterly).

Give frequent, specific and immediate feedback.

When I give feedback, it has to be as close to the time of the situation as possible. If an individual has done a great piece of work – tell them. If a person has made a mistake – tell them. The feedback also has to be as specific as possible. Not just ‘John, great job’. Tell them why a ‘great job’. They should not have to wait until their annual review to learn how well they are doing. One thing I would add about annual reviews is that you should concentrate on the individuals’ strengths and not their weaknesses.

Be decisive and timely.

Your staff expect you, as their Manager, to make timely decisions. When they ask for direction or advice, they want the answer as soon as you can provide it. It has to be clear, concise and succinct.

Be accessible.

You want to know what’s going on in your department/area/company – right? Then you need to be available so your staff can tell you. You have to be the flexible one. You want them to be as productive and effective as possible; you don’t want them to have to wait for you to be available in a few days time and meanwhile, they are sitting there doing zilch.

Also, accept bad news. You want to hear it, so you can help – right? The individual who has to give you bad news is already conce
ed, apprehensive – don’t make it worse for them. Support them and learn from the ‘bad news’.

A last word…..

Do your staff know what to expect from you – their Manager? As the manager, make sure 100% of your staff know what they can expect from you. It’s easy to do – the behaviours I expect are listed above. You may have different ones. It doesn’t matter – just make sure your staff know. If they do, you will see an improvement in your team’s service.