Bad Bosses: It's Not Always Their Fault | HighGround Blog


Bad Bosses: It’s Not Always Their Fault

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When people are promoted to managers, it’s usually because they were top performers in their roles. But once they’re promoted, they often struggle to know what it takes to actually be good or effective leaders. No one is there to guide them or instruct them. As a result, engagement among their newly inherited direct reports drops, impacting morale, efficiency, the customer experience and the bottom line. It’s a recipe for failure that many organizations need to fix before their best employees get burned out from lack of direction, recognition, or development – and in many cases, all three.

Managers have the opportunity to drive better employee engagement but they need the right tools in place to be successful. They need to be guided on the behaviors of good leaders. The effects of developing managers has several benefits: they’ll hone their own managerial skills, be better equipped to improve performance among their own direct reports and increase overall employee engagement.

Technology solutions like HighGround empower you to arm managers with effective leadership skills through active coaching and check-ins, employee-driven feedback and measurable results through surveys.

Establish a Regular Feedback Cadence

Research has shown that employees whose managers hold regular meetings with them are almost three times as likely to be engaged. Encourage your managers to have frequent conversations with employees and track those conversations using an engagement platform like HighGround. These check-ins can be automatically triggered on a time or project basis and will give managers insight into areas for improvement.

Leverage Active Guidance Tools

The unfortunate reality is that some discussions between managers and employees can be difficult. But how do managers know what to say during those conversations to make them productive and non-confrontational for the employee? Engagement technologies include actual templates and questions that can guide the conversation. It not just about the meeting, it’s about how you engage in the dialogue. As a result, a potentially combative conversation is instead meaningful and productive.

Understand What it All Means

Enabling new managers to be better leaders can be done quickly by prompting conversation and providing active guidance to drive dialogue in a meaningful way. Targeted survey tools like those embedded in the HighGround technology can quickly and accurately assess the impact new managers are having on a given population. The data is actionable and real time, which ensures managers who need help can get it before a problem arises on their team.

If you have the proper tools are in place, managers (especially new ones) are positioned for success. Not only are they developing their own managerial skills, but they’re contributing to a culture of continuous coaching and feedback. How do you help your managers become great leaders?

Find out how HighGround can help modernize your performance management.

Human Resources Today

Human Resources Today