Are you helping Managers get better at People Management?

One of the biggest problems in the workplace today is the complex job of “managing people”.

I strongly believe that most managers have a good intent to get the job done on time in the best possible manner to achieve the required business outcomes.

But they are not always fully equipped to do it right ― wrong role models, poor formal exposure and not having access to reliable sources of knowledge.

Organizations struggle to invest in developing managerial skills because either they do not have the money to invest or do not know where to invest.

In this process, the managers miss out on becoming their best possible selves.

The employees may not always appreciate the well-intended manager’s intervention in their work.

The leadership teams mostly think that the managers are not being effective in ensuring employees deliver high-quality work on time.

The people managers get sandwiched in this process because they are expected to learn all the important “people management skills” directly on the job.

Management is the most noble of professions if it’s practiced well. No other occupation offers as many ways to help others learn and grow, take responsibility and be recognized for achievement, and contribute to the success of a team.”

Clayton Christensen

If management is the most noble of professions, are you investing in helping your manager get better at it?

Managers’ Problems are Organization’s Problems

It is often said that employees don’t leave organizations but they leave managers.

If we assume that it is true for a moment, does it not mean that managers’ problems in retaining their team members are the organization’s problems too?

Yes of course, isn’t it very evident?

But are companies helping their managers to get better at the game of People Management?

Managers end up being the primary contact for employees and it is through this lens every employee experiences a company.

Hence it is time for organizations to strongly invest in upskilling all of their managers, especially in how to “manage” their team members.

Isn’t that a no-brainer?

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