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How to avoid the pitfalls of poor management
Poor people management can do more than irritate your staff – it can send them heading for the door. But there are simple actions you can take to attract, keep and develop your people.
Nearly a third of UK workers are unhappy in their jobs – with poor people management and feeling unvalued the top two “unhappiness factors” shared by employees in 2016.
Bad leadership actually costs the UK economy £39 billion a year. What can you do to make sure your approach to management keeps your people happy, productive and committed to your business, saving you money?
Get more organised
If you’re all over the place, your people will feel lost too. Get better at managing your own time, set tasks and deadlines for yourself. If you arrange meetings and appointments with your team, stick to them. Discuss the best way to work with your team and put processes in place that you can all stick to.
Say thank you more
38% of employees thought they’d be more valued by another employer. Simply put, giving your people their dues is crucial to employee engagement, motivation, and retention.
The best leaders make a point of recognising when staff members achieve good results. And that doesn’t have to mean bonuses, perks or pay rises. In fact, when asked what one thing their employer could do to increase happiness at work, 1 in 8 employees said they just want to be told “thank you” more.
Be clear about career progression
With 28% of employees saying they would rather have clear career progression than a 3% salary increase, it pays to make sure your people know where they’re headed. Career progression is especially important to younger workers – over a quarter (26%) of 18-24 year-olds say they feel they have no clear career progression in their current role.
Many high-performing organisations offer life-long professional development and strong internal career prospects for their people. Helping your employees understand their role as part of your business and making it clear how they can grow is highly motivating. It can improve staff satisfaction and retention, as well as help to attract new talent looking for a different approach to their career.