Line managers face a wide range of issues on a daily basis, each one distinctive in its own way. An effective line manager must possess a combination of leadership abilities, team-building expertise, and outstanding communication skills.
According to industry research, many managers are still unsure about their ability to bridge the communication gap that exists between them. Moreover, they may have difficulty with their responsibilities related to mitigating employee transition fatigue and building business culture.
Here are 8 suggestions for line managers to help them gain more confidence and increase their performance.
Create a Culture that is both Healthy and Positive
Line managers are in a unique position to foster a culture that bridges the gap between high management and their subordinates and employees. Through the development of trust and the collection of information on employee involvement and interests, they may make recommendations for methods to increase performance and strengthen the workplace environment.
There is a lot of space for growth in the connections between managers and their teams. 70 percent of employees say they would want to spend more time talking with their managers, and 32 percent say they are willing to wait up to three months for a manager to respond to their questions or concerns.
Examine Your Present Methods of Communication
If your communications are still based on the conventional, rigorous approach used by the C-suite to employees, with stringent restrictions and little room for discussion, you may discover that they aren’t as successful as they used to be.
When using this strategy, engagement might be quite low. And because employee success is tied to financial performance, it might have an impact on the financial performance of your organization.
Everyone in the organization, at all levels, should be able to exchange knowledge and learn from one another. This improves comprehension of the organization’s goals and operations, as well as how each employee fits into the overall picture.
It has been demonstrated that investing in a more ROI-focused style of communication may assist teams and individuals in achieving their objectives while also encouraging increased employee enthusiasm.
You can also do a quality course for line management skills from ZandaX which will help you share information with your management. It will also benefit the company on a large scale.
Make an Effort to Involve your Team
These days, just delivering a message once and hoping for the best is no longer enough to achieve success. Managers must communicate with passion and energy, and they must present statistics and relevant examples to ensure that their messages are remembered.
A communication presented with a specific goal in mind, supported by real facts and case studies, is 61 percent more effective at engaging with employees on an emotional level than communication delivered with a nebulous objective in mind and trying to demonstrate points.
Support Line Management
Make it possible for line managers to communicate in a clear and consistent manner. Prioritize the establishment of a two-way open channel of communication between line managers and their teams, and also between line managers and senior management. Provide them with tools that will allow them to get feedback from employees, such as staff questionnaires and internal quizzes.
It is critical to support line managers in their desire to connect directly with many levels of employees in order to maintain a healthy flow of information across your organization.
Communicate Things Other than Metrics
KPIs and reports are vital components of being a line manager, but communication should not be limited to these tools alone. Begin with the ‘why’ (the ultimate goal of each project) and the aspirations of your team in terms of fulfilling the goals that have been established.
Try some other techniques to goal-setting inside your line management. Create team and individual objectives, and encourage employees to set their own personal goals for their work, personal growth, and personal life as part of their job duties. Employees’ happiness and health are dependent on their ability to maintain a healthy work-life balance. It increases the overall level of employee engagement and retention.
Meetings Should be Held in a Range of Environments
If your staff has become accustomed to a weekly 10 a.m. meeting with a whiteboard presentation that they have come to dread like clockwork, consider switching up your meeting patterns a little.
Variety in your meetings will minimize inevitable worker boredom, unwillingness to attend, and the sensation of being stuck in the same place every day.
It has been determined that the most productive hour of the day for meetings is most likely on Tuesday at 3 p.m. It’s best to avoid the Monday morning meeting when everyone feels underprepared, as well as the Friday meeting where everybody is fatigued and wants to get away from the office.
According to popular belief, people are most likely to come up with innovative ideas and solutions later in the day when they are more preoccupied and fatigued than earlier in the day.
Consider holding a mix of official meetings with predetermined agendas and more casual sessions with a more flexible schedule. Organize for your team to bring food to share and to order in coffee if you anticipate that the meeting will last for a long time. Off-site meetings are a good idea every now and then.
Diversity Should be Embraced in the Workplace
The modern workplace is made up of people from a diverse range of backgrounds.
Line managers must recognize that each employee brings a diverse range of experiences and talents to the table that have accumulated over a lifetime. Managers must be able to communicate with every one of their employees on an individual level in order to promote employee engagement and pleasure at work.
Approach your discussions with a sense of openness. Adapt to the demands of many generations of employees who learn and communicate in a variety of ways, but all of whom want to be heard and have their voices heard.
Although it may seem contrary to popular belief, 55 percent of the millennial generation still prefers face-to-face conversation over internet communication alone!
Communication in a Cascade
Ensure that your organization has a culture that encourages open, accurate, and timely communication. Your organization wants to avoid rumors spreading like wildfire among employees and to dispel any confusion among the workforce.
Make a point of stressing the value of face-to-face interaction. This enables line managers to communicate directly with their teams and to address any anxieties or queries that their teams may have about the news. However, always follow up with a written representation of what was stated in person in order to avoid any misunderstandings later on.
In order for higher management to be aware of any employee issues, it is important that communication flow both directions. Depending on the issue, you might want to explore soliciting anonymous comments.