Is your organisation lacking coordination and struggling with inefficiencies?
It may, if management needs to work more efficiently.
Managers make a significant difference in their team’s productivity and efficiency. They are equally important in building an agile organisation with a positive work culture.
If you have been recently promoted to the position of manager and are failing to keep up with the expectations of your role, this blog is for you. We will discuss 7 ways a manager can add value to his/her organisation.
7 Reasons Why Managers Are Important
Many managers are quite confused when it comes to their roles and responsibilities. Being a critical person, there are many responsibilities on their shoulders.
To be able to effectively manage the business operations and internal working, these are some ways to effectively ace your role as a manager:
Define and Communicate the Organisation’s Goals
The first step of a manager is to ensure that everyone in the organisation, especially their team members and peers are aware of the goals.
In this highly competitive business world, no organisation can work in silos. So, people in your team should know what they are working towards, and how their efforts will contribute towards the achievement of these goals.
Setting up clear expectations and goals will further help you measure employee performance and identify areas for improvement.
Ensure Team Members Work Well Together
A manager cannot fulfil his duties without a well-functioning team. Only when the efforts of team members are aligned towards the set goal, do they manage to achieve optimal results and sustain the growth of an organisation.
A manager should create an environment where everyone can work with the same enthusiasm and motivation in working as a single unit and handhold each other to accomplish common goals.
Continuous motivation and encouragement to the team while addressing their performance issues create a positive work environment.
Allocate Resources Efficiently
Poor managers normally don’t provide the required attention to the skills of their team members and fail to assign them the right roles.
A manager should have a thorough knowledge of the skill and passion of individual team members working under him. This will help him to allocate the right resources most fit a project, resulting in a high-performing team and better results.
Inspire and Encourage the Team
Managers should walk the talk and create a trusted environment within their team. When employees feel their managers are supportive and encouraging them to do their job better rather than blaming and criticising, the acceptance of the managers within the team increases.
Managers should be role models to their team. They set the bar high for professionalism and it is evident in their behaviour and ethics.
A manager should act as a facilitator for those working under his team to improve their performances, identify the challenges and perform their job role better.
Resolve Disputes Quickly
Owing to workplace diversity, conflicting ideas and opinions are bound to arise. Disputes arise in all work cultures; they only turn extreme when the work environment turns toxic.
As a manager, you should acknowledge differing opinions and actively listen to all those involved. With an unbiased inclination towards a person or team, you are the best person to provide them with possible ways to resolve their dispute.
Track and Assess Employee Performance
Without employee assessments at regular intervals, it will be difficult for you to assess the employee performance and identify their areas of improvement.
As a manager, your role starts by setting clear expectations for an employee. But it also includes introducing a performance and feedback management system in place to conduct employee assessments every month and provide them with constructive feedback.
This is important to monitor the performance of employees and help them identify areas of improvement.
Also, you must support employees with proper training that addresses the areas where they need improvement, thus, supporting them to achieve both their personal and professional goals.
Support Innovative Ideas
Good managers also focus on creating a work culture that supports brainstorming sessions, out-of-the-box solutions and welcomes creativity. These sessions facilitate a culture of experimentation, growth and learning. Thereby, helping you boost employee morale and engagement.
Summary
Good managers are the catalyst bridging the gap between the skills of their employees and organisation’s vision. Despite working for long hours in a stressful environment, facing unreasonable demands and limited resources, high-performing managers are capable of handling workplace challenges effectively while keeping their team motivated. Thus, it is in the hands of managers to make or break an employees’ experience in their organisation.
Read the importance of a process-driven organisation here.
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Frequently Asked Questions
1. Why are managers important to an organisation?
High-performing managers form a crucial pillar of an organisation’s success. They manage strategic planning, lead and persuade teams, and communicate effectively.
2. Why is managing people in an organisation important?
With effective peer management, a manager can assist the organisation in achieving its goals, as well as in the individual development of their team.
3. How to be a good manager?
High-performing managers are great communicators, attentive listeners and respect the work ethics of their organisation. They balance the needs of individuals with the company’s vision by providing their team members with a clear direction.
4. What are managerial skills for?
Management skills are important for effective resource management and utilisation, team performance, peer motivation, and successful goal achievement with free-flowing communication. These capabilities of a manager contribute to the overall effectiveness and success of both employees and organisations.
5. What are the important managerial skills?
Following are the three important managerial skills:
A. Technical skills
B. Conceptual skills
C. Human or interpersonal management skills.
