A Few Words on Management

No matter what industry or line of business you work in, there are managers. Often times Supervisors are excluded from being recognized as part of the management structure. From my experience there is little distinction between the two positions sometimes. That however, is a discussion for another day.

Being a manager is not always an easy or fun role to fill in an organization.

Over the course of my 13 years, I have seen management styles in all sizes, shapes and forms. I obtained my first supervisory position at a very young age and realized quickly that I had a lot to learn. It was not that I lacked industry-specific knowledge to do my job, I was lacking the soft-skills needed befitting of those I was responsible for.

One of the many pitfalls of management is the moment you “lose your people”. This is the point where you have lost the connecting relationship between you and your team. Once this happens, it is a long road back. Sometimes, you will never regain that relationship.

The first way a manager can avoid this is by creating a team orientated culture throughout the organization. By doing so, you create an inclusion-based environment where each member regardless of where they sit in the structure, have a voice and seat at the table. Now the first question is, how do you do this? First you need to realize that your bright & shiny title is nothing more than something used to differentiate your core responsibilities from others.  Managing from a title, will never retain the loyalty and respect of their team.

The second way a manager can foster a thriving environment, is to never manage from behind a keyboard. With the ever expanding world surrounded by technology, too many managers make this costly mistake. The single most important part of building relationships with your team is by having good old fashioned conversations with them. Not only will you build these relationships up, you will always have a pulse on the teams overall well-being. The importance of this can not be overstated.

Although many in business today may disagree with me on this one, genuinely care about your personnel. Treat your team with the same respect and care that you would a friend or family member. The worst thing any manager can do, is view their team as a means to an end. If you follow step # 2, you will know when someone on your team is having a difficult time with something. A good manager will not shy away from talking to an employee that is struggling with a potential personal issue. By getting involved, you may be the person that helps them through a challenge or at the very least, directs them towards resources that can help (Employee Assistance Programs etc.).

Last but not least, provide opportunities for growth. We all need to remember why we are at work in the first place. We are all there to provide for ourselves, our family’s, and our futures. All managers must remember that at some point, someone gave you the opportunity to grow as a professional. You should always have the growth and advancement of your team, at the center of your management objectives. Just because you do not have a promotion to offer, does not mean you cannot provide or develop opportunities to advance your team’s capabilities. As managers, we have an obligation to ensure our team not only succeeds, but grows as individuals.

After all, we are all people at the end of the day.

Let’s try not to forget that as we all climb the ladder together.

-Timothy