7 Ways To Help Overwhelmed Employees On Your Team

7 Ways To Help Overwhelmed Employees On Your Team

Your team’s productivity is built upon the efforts made by your team members. With the valuable assistance of their managers and leaders, employees do their best to set new standards of efficiency in the organization. But, employees getting overwhelmed with the constant flow of work is also typical. Sometimes, the reason may not even lie in the workplace directly. In an increasingly connected world, feeling overwhelmed is more frequent, too. Overwhelmed workers cannot contribute effectively, losing focus and willingness to work. As a result, the team’s performance suffers massively. It poses a significant challenge to managers. This blog will uncover the solution to helping overwhelmed employees in your team. In addition, we will begin by understanding why an employee could feel overwhelmed at work. After this, you can build growth hacks for your teams that shoot up productivity manifold. So, let’s get started!
There isn’t any uniform picture of the overwhelmed employee. But you can generally identify them with the tired look on their face and a task list that runs longer than their work hours. Typically, overwhelmed workers appear stressed. They might lose the ability to focus and instead adopt a haphazard working style. As a consequence of this mess, struggling employees are often unable to achieve their true potential. In order to help these employees and your team, you need to begin by identifying the overwhelmed employees.

How can you tell that an employee is overwhelmed?

Visible changes in mood and relationships

The first sign of identifying an overwhelmed employee will be their interaction with the team. Typically, employees who are overwhelmed will end up being inconsiderate toward their team members. You might witness increased conflicts, where one colleague snapped at the rest over a seemingly simple matter. Overwhelmed workers will find it hard to navigate delicate relationships in the workplace as their energy is spent on other tasks, leaving none for socialization and interaction. Managers can see if an employee has slowly started to reduce engagement – they show up less for meetings and even less for informal arrangements – it is a strong sign that work might overwhelm them. Burnout and feeling overwhelmed are closely related.

Fall in productivity

The productivity of overwhelmed workers usually falls. It happens because they are constantly stressed about the pending matter at hand. The urge to multitask and get done with things rapidly throws efficiency out of the equation. Overwhelmed employees might often miss deadlines or turn in half-baked assignments as they do not get sufficient time and energy to complete the jobs efficiently.

Consistent distractions

Overwhelmed employees usually have a hard time focusing on the tasks at hand. They might find it challenging to stay on one task for an extended period, or they might not be able to get work done efficiently because they are constantly distracted by the workload. The other impacts, such as stress and breaking relationships, negatively impact productivity too.

On a constant search for escapes

Overwhelmed employees usually find it hard to focus on tasks. They might be constantly distracted by the workload and search for getaways, such as watching TV, browsing the internet, or talking with friends. It distracts them from their work and reduces their productivity. Overwhelmed employees also tend to make more mistakes because they are not paying attention to details. You might find that absenteeism is higher among the employees who are struggling in your team. Overloading tasks can make employees feel unwell and unwilling to show p at work. Moreover, they might end up getting physical health issues too.

Impact on health

The physical health of overwhelmed employees usually suffers. They might experience headaches, poor concentration, and lack of energy. Work-related stress can use many health issues spanning employees’ mental and physical well-being, including lifestyle diseases such as high blood pressure, eating disorders, and mental illnesses like anxiety, among many others. Overwhelmed employees are also more likely to get sick because they are not getting enough rest and nutrition. It can have a big impact on their productivity, which in turn can lead to job losses or reductions in pay grade.

Demotivated and disengaged at work

If the workload is too heavy, employees become demotivated. They might feel stressed out and tired all the time, making it difficult for them to work productively. In addition, they may lose interest in their work and start feeling negative about their job, affecting team morale and performance. As a result, you might see some employees getting isolated and limiting themselves to their work solely. Their absence from brainstorming sessions would be conspicuous. Moreover, you will notice that they no longer raise questions or present innovative ideas for the team. If you notice any of these signs, there is a good probability that your team might be feeling overwhelmed. The feeling of being overloaded at work brings many detrimental impacts on the team. Therefore, managers and leaders must take steps when these signs are observed. Next, let us understand why employees feel overwhelmed at work.
Why one feels overwhelmed does not come with a straight forward answer. While there can be many reasons, we have tried to list a few of the most common and plausible ones that can impact your team members.

Adapting to a change is difficult

When employees start a new job, they usually face a lot of change. It can be difficult for them because they might be unfamiliar with the new work schedule or how their team works. As a result, it is common for them to feel overwhelmed at first. Similarly, if an employee has taken up a new task that is typically not a part of their job, they might feel lost and unable to overcome the challenge. Read more: 5 Tips You Need While Transitioning From Peer to Manager

Training is insufficient or lacking

Adapting to change becomes difficult when there is insufficient support to guide through those changes. For instance, if a new manager is left alone to supervise a team of five, they would have difficulty figuring things out without knowing the present processes and working styles prevailing in the team. Read more: Finding The Missing Pieces: What Makes Leadership Training Successful

Culture is unsupportive

Some companies have unsupportive cultures, which make it difficult for employees to be successful. For example, it can happen if the company values team achievement more than individual achievement. In such a case, employees might feel overwhelmed because they do not know how to work in a team setting, and their achievements are not recognized or appreciated.

Constant changes in the team

Alternatively, an organization that is constantly changing can be very challenging for employees because they may not understand why certain decisions were made or what the future holds for them. Lack of clarity and support from supervisors can make employees overwhelmed. Although autonomy and delegation are encouraging for employees, they need to be balanced and situational. Some employees might need coaching before they can function independently.

Tight deadlines and resource crunch

In today’s fast-paced world, many companies have tight deadlines, and employees are expected to do a lot of work with few resources. It can make employees feel overwhelmed because they may not be able to cope with the workload or find it challenging to get results in a short period. Additionally, employees might find it overwhelming to use these tools if an organization does not provide adequate training and support for its new technology or software.

Bad planning and prioritizing

Some companies have lousy goals that are not based on any long-term vision. This can lead to employees feeling overwhelmed because they do not know the company’s overall goal or how they contribute to it. Additionally, if an organization does not provide clear and concise documentation on their work tasks, employees might feel lost and confused as to what they need to do next. On the other hand, the employees might not be adept at prioritizing and planning and end up in a circle of huge tasks. Smart goal setting is essential for handling several charges at once, which many employees need to master.
As per a Deloitte study, overwhelmed employees are among managers’ top concerns, where 65% of the executives polled marked it as an urgent or important trend. However, in the second step, 44% conceded that they were not ready to handle overwhelmed employees directly. It sounds like a huge red flag for any organization, as managers are unsure of the ways to tackle a significant emerging issue. When we are talking of overwhelmed employees, it is important to remember that there’s more to people than their tasks. They could be getting overwhelmed due to personal issues or issues in the work context rather than the work itself. This becomes a delicate yet essential conversation for managers to navigate with care. Let’s look at some steps that you can take.

Understand their concerns through one-on-one sessions

Often, an overloaded employee will not voice their concerns out loud. Instead, they will tend to keep these feelings bottled up inside. It can lead to frustration and workplace tension that can be hard to overcome. In order to help employees open up and share their thoughts and frustrations with a supervisor, it’s important to schedule regular one-on-one sessions. By listening carefully and addressing each issue head-on, you can provide the necessary support for employees in overcoming challenges. You need to focus on feedback and ask relevant questions during reviews to get to the issue’s root. Now, here’s the thing: your team may not be open to sharing everything from the get-go. While this is happening, here are a few things that you can do to ensure that your team feels safe to confide in you when they are overwhelmed: 
  • Be vulnerable: As a manager, the first instinct is to be perfect and infallible, But this is as far from the truth as it can be, and your team needs to see this. By seeing a vulnerable side of you, team members would be able to relate and open up about their concerns much more quickly. 
  • Get one-on-one catch-ups right: One of the most common mistakes managers make is focusing solely on work-related issues during one-on-ones. Instead, use a personal approach to building solid relationships with your team. Take interest in their ideas and lives and be a genuine source of support. 

Build clarity in your daily engagements

You need to find a piece of information. You have ten huge files in front of you without a common or clear navigation system. Meanwhile, some bits and pieces of information are thrown at you randomly that may or may not be true and relevant. Does it sound annoying? That’s the average day in life for an employee of the 21st century – always connected to the internet and available because of remote working set-ups. Studies show that people check their mobile devices up to 150 times daily. Yet despite employees being always on and constantly connected, almost three-quarters of employees have told Deloitte they cannot find the information they need within their company’s information systems. As a manager, your actions need to solve this through: 
  • Ensuring a clear and systematic flow of information throughout the team 
  • Modeling effective working habits for your team, including work-life balance and taking breaks when needed 
  • Encourage a passionate approach toward work 

Recognize their achievements

Recognizing an employee’s achievements is an excellent way to motivate them. Managers can do it in several ways, including verbally thanking the worker for their hard work or awarding them bonuses or other rewards. It also helps to build morale and encourages employees to keep working hard. Giving the employees their due recognition and supportive words of affirmation will help them become more resilient in facing challenges. It will also show that their efforts are noticed and valued by seniors.

Balance autonomy and delegation with guidance

Delegation is key to keeping an overloaded employee motivated. While they should be given enough autonomy to do their job, the tasks they are assigned must be within the scope of their skill set and remain manageable. If employees feel overwhelmed or like they’re being pushed too hard, this will only set them back. It’s also important not to over-delegate tasks unnecessarily, as this can create even more work for the individual. Hence, managers ensure that they delegate and share autonomy reasonably to facilitate employee development and empowerment instead of leading them astray. Set up a culture where being busy is not seen as a badge of honour.

Practice efficient time management

The key to time management for overloaded employees is to be organized and have a plan. It means setting realistic deadlines for tasks, tracking progress regularly, and giving feedback when required. It’s also important not to overload the employee with too many tasks at once – break them down into smaller chunks to cope with them better. Also, ensure enough time is allocated in the day for rest and relaxation, as well as working on personal projects. This will help reduce stress levels and enable employees to focus on their work more effectively. Creating a balance and setting smart goals is the key to overcoming challenges. A few things that you can try to help overwhelmed employees in your team are: 
  • Regular sprints and stand-up calls: Set up short calls to discuss priorities and progress. It encourages employees to share updates, their concerns get addressed at a fixed time, and they can return to work without being stuck over some queries. You can also set up a time limit on meetings in general. 
  • Use agendas: When a meeting is about to happen, put it into practice to share the agenda and key points ahead of time. It helps everyone catch up and leaves time for the primary discussion. 
  • Email-free hours: Your team can set up dedicated email-free hours to work without distraction. You can also extend this to include social media.
  • Time management activities: Efficient time management differs with working styles. Try your hand at some time management activities to find some interesting ways that could be a hit with your team. 

Help with stress management

When employees are overloaded, they are likely to experience increased stress levels. To help them cope with this stress and stay focused on their work, it’s essential to provide them with tools and resources for relief. It could include meditation techniques, counseling services, or even regular breaks. Additionally, supervisors should make time for team-building activities or fun outings each day to help break the routine and reduce boredom. Transforming the distress into positive stress (eustress) is the key for managers. Managers can help their employees overcome challenges while remaining productive by taking these steps. Read more: 20 Ways on How to Help Employees Manage Stress

Provide coaching and training as needed

Overloaded employees can benefit from coaching and training to help them manage their time, stress, and workload more effectively. It might include sessions on time management or organizational skills. Additionally, staff may need assistance developing specific skill sets required for their jobs. By providing support throughout the learning process, managers can enable their employees to develop the necessary knowledge and skills for success in today’s competitive environment. Moreover, developing a coaching leadership style also offers several benefits to managers. Sometimes, it is the solution that becomes a source of stress. If your team does not have adequate or effectively organized training methods, your employees will likely head into trouble. As a manager, you can work with the HR and L&D functions to get things in order: 
  • Make the knowledge base accessible: Ensure that the information is available in a small number of steps, at all times, and in a format that is easy to consume. Moreover, prompt the L&D function to fill knowledge gaps with employee input. 
  • Use tech when needed and use it well: Many companies adopt digital training systems to scale up, but it goes nowhere because the training is often designed to be one-size-fits-all. Ensure that your team uses effective learning and working tools and resolves usability issues through digital upskilling.
  • Lead by example: You got stuck in being assertive. You got some training and felt some improvement. What’s the next step? Share your experience with your team. If you want your team to solve their issues by acting promptly, be the first one to do so and declare it. 
By the way, Risely helps you do it all. With an AI coach to answer your queries anytime, a skill center equipped to handle 50+ challenges, and customized learning journeys that cater to you, Risely is the AI co-pilot every effective manager needs. Sign up for free today to start your 14-day trial because we know you get overwhelmed, too, and that’s completely okay! Employees who are feeling overwhelmed at work are often struggling with a lot of different things. By understanding the signs and symptoms of an overwhelmed employee, you can help them to get the support they need. In addition to this, we have noted some helpful tips on how to motivate an overloaded employee. By following these tips, you can help them regain their balance and return to work feeling refreshed and ready to take on the challenges ahead!

Are your one-on-one meetings not bringing you closer to your team? Check why.

Risely’s free one-on-one Meeting self-assessment for managers helps you build trust-based relationships with teams.


FAQs

How do you know if an employee is overwhelmed?

Signs that an employee is overwhelmed include decreased productivity, increased mistakes or errors, missed deadlines, a negative attitude, decreased engagement or motivation, physical symptoms such as exhaustion or headaches, and requests for help or support.

Why do people become overwhelmed?

People become overwhelmed when they feel that their demands exceed their ability to cope due to factors such as high workload, time pressure, lack of control or support, unclear expectations, or personal or emotional stressors.

What do you say to someone who is overwhelmed?

When speaking to someone who is overwhelmed, it’s essential to offer empathy and support, listen actively to their concerns, help them prioritize their tasks, and suggest strategies for self-care, such as taking breaks, delegating responsibilities, and seeking help when needed.

Is overwhelm the same as burnout?

Overwhelm, and burnout are related concepts but not the same. Overwhelming is a temporary state of feeling unable to cope with demands, while burnout is a chronic state of physical, emotional, and mental exhaustion resulting from chronic stress.

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5 Things Every Team With A Culture Of Winning Does

5 Things Every Team With A Culture Of Winning Does

What differentiates a winning team from the rest? Winning teams are not lucky teams. They are a team that has learned how to focus on collective wins and make them the usual. A winning team constantly pushes itself to its limits and does better than before. To create such a team, first, you have to understand what it means to win. This blog post will take you through the different aspects of being a winning team and help you create a culture of winning in your team. So whether you are the manager of a team or a member of one, start today by focusing on team wins and see how you can achieve greatness together!
Creating a winning team is one of the most important things you can do as a business owner. It’s the key to success; without it, you’ll struggle to achieve your goals. Why? Because team wins breed team success. The sky is the limit when everyone is focused on the collective goal. And to make sure that team success stays consistent, it’s important to celebrate each victory, big or small, together as a team. This way, everyone is constantly motivated to keep pushing forward. Winning as a team is a great way to build trust, morale, and teamwork – three essential ingredients for success.

Where does culture come in this equation?

Winning as a team is often about the culture rather than any hard factor. Effective leaders globally have been impacted by ingraining the ideas of winning together into their team’s collective vision and mission – guided daily by the workplace culture. What makes culture a fail-proof secret to team success is that it is hard to replicate outside the context. Think of what Satya Nadella did to bring a turnaround at Microsoft or how Howard Shultz built Starbucks into a global coffee chain – the ideas came from people who gave years to the organizations and were willing to go even harder. As per Bain & Company’s report on Building Winning Cultures, most leaders agree with the sentiment.
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Leaders who believe their culture is a source of competitive advantage
0 %
Leaders who believe their culture is changeable
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Leaders who succeed in building a winning culture
Despite the overwhelming agreement, only a few leaders and teams can build winning cultures, with even fewer being able to sustain them over the years. As changes load up and uncertainties pile in, teams are often in for a toss with their cultural ideas all over the place. What can you do to save yourself from the fate of around 90% of teams? Let’s figure out. Read more: 5 Smart Manager Moves To Save Your Team From Setting Up For Failure. Now that you know why winning teams are necessary, you might wonder what a winning team is. Bain & Company’s study of over 200 organizations revealed that most winning teams share a few features that high-performers embody. But winning teams are not as simple as lists of qualities to focus on. Research highlights another crucial aspect – every winning team is unique – with its soul and spirit that strives for success in every instance.
When we think of this distinct personality, we talk about everything that helps a team stand apart. It can be the motto that guides customer service teams or the philosophy that inspires the product team. Or, it could be the norms and traditions built over the years. Such elements are the key to making employees feel at home, giving them the right environment to perform their best. To further this idea, the organization delves into actions encapsulating this spirit of winning. These behaviors are the same across high-performers in winning teams globally.

High aspirations and a desire to win

High-performance cultures aim high, and when they reach it, they fixate on something higher. There is a constant rush to achieve more and break more conventions. The goal is not just to take the KPIs higher; instead, it’s about bringing to life a vision that creates a sustainable impact on you and your community.  A winning team is clear about its objectives and goals. They know what they want and are not afraid to take risks to achieve their targets. This mindset creates a sense of certainty among the team members, which helps them stay focused on their tasks without getting bogged down by external factors. Furthermore, they communicate effectively so that everyone is on the same page. This clarity enables them to execute their plans flawlessly. Also, it reduces the scope of conflict and confusion.

External focus

Another crucial aspect of teams that embody a winning culture is that they are not caught in the internal web of agreements and disagreements. Winning teams focus outside. What’s the competitor doing, and how can we do better – this spirit guides them on. Moreover, they focus on the behavior of the team members. Members of winning teams instill personal accountability and good communication habits in their daily behavior. A team working in isolation cannot be termed a winning team, as a winning team is always aware of its surroundings and what’s happening around them. They are constantly monitoring the competition and staying one step ahead. In addition, they are constantly learning and growing.

A “think like owners” attitude

A differentiating aspect of winning teams is their attitude toward work. Most employees in such teams don’t consider it their organization’s work. Instead, the emphasis is on owning tasks and getting the right thing done while being accountable.  Awareness is a crucial characteristic for any team aiming to win. To prepare to face the competition, you need to be aware of the changes happening around you. This includes internal movements within the team. They need to understand their available pool of talent to utilize it in an optimum manner.

Bias to action

Winning teams harbor a bias for acting over merely thinking. As soon as strategies are sorted, winning teams get to work. They aim to act right and fast without being stuck in bureaucracy. A winning team culture celebrates the positives and rejects the negatives. This type of mindset instils discipline in all members of the team. It makes them realize that there are both good and bad times, but at least they’re a part of a successful group that strives for greatness as a collective whole. Winning teams have leaders focused on achieving results. They understand that the key to success is continuity and consistency in their actions. As a result, they prioritize staying focused on their mission, motivating team members effectively and providing clear guidelines for working towards common goals. Furthermore, they take personal responsibility for their team’s performance and hold them accountable when necessary.

Individuals who team

Winning teams bring out the best in each of its members. They push people to be themselves and unleash their true potential by working together. Mutual support, teamwork, and collaboration are critical elements of building a culture of winning.  They have a collective vision and goals, which help them work towards common objectives smoothly. Additionally, they are responsible for their own actions and don’t let others take advantage of them. As a result, they build healthy relationships with their teammates, which helps them achieve positive results collectively. Moreover, such teams remain united even in the face of failure. Read more: 5 Ways to Identify and Develop High-performer Employees in Your Team

Passion and energy

A winning team is known for its energy. The passion it brings to the table every day and performs their best. The optimist and enthusiastic spirit of a team planning to win flows throughout the culture like electricity. Winning teams are not bounded by traditional boundaries. They don’t operate on the same principles or ideologies as other teams. This makes them more flexible and adaptive in their approach. It also allows them to experiment with different strategies and techniques, which helps them stay ahead of the competition. Additionally, these teams are open to change and welcome new ideas. These things allow the team to be creative and find scalable solutions to the industry’s challenges. Creating a winning team is not easy. It takes time, effort, and a lot of hard work. But, if you’re up for the challenge, here are a few things that each winning team has: They share a common goal, which helps to unite them as a team. They are composed of individuals with complementary skills and strengths. They are led by a leader who sets the example and provides direction. And lastly, they have a leader who is passionate about winning and makes it a top priority. As long as you have these four things in place, you’re on your way to building a successful team!
Building a winning culture is essential for any team, big or small. It can be challenging to create a winning team, but managers can do it with little effort and planning.

Develop A Vision And Aligned Goals

Creating a winning culture starts with setting goals. Teams need to have a shared vision or purpose of working together effectively. Without a common goal, teams will become atomized and lose focus. The process begins with creating a vision for the organization. From this, the goals for teams can be derived. Goal-setting is essential as it serves as the anchor that keeps the team going. Moreover, the goals need to be realistic and achievable so that they motivate the team as well. Additionally, teams should create shared plans of action so that everyone knows what they are expected to do and when the goal is expected to be reached. Read more: What are Leadership Vision Statements? 10+ Examples to Help Build Yours

Create And Communicate Shared Plans

Communication is another crucial ingredient for a winning team. Teams need to communicate effectively to share strategies and stay on track. Good communication involves clear, concise messaging as well as timely delivery. Shared plans help keep everyone accountable and ensure that tasks are completed on time. Winning team cultures are made up of individuals who have complementary skillsets and strengths. These strengths can come from different fields, industries, and even countries. The key is to develop a camaraderie among the members of the team. Managers can do this by creating an environment in which members can discuss their ideas and challenges openly. Additionally, team-building activities should be incorporated into the culture, so everyone feels included and challenged.

Foster Collaboration And Cooperation

Team members need to be skilled at working together if they want to win. This means that leaders should invest time and effort into developing the team’s skills to achieve collective success. For instance, leadership training can help equip team members with the tools they need to effectively lead and coordinate their efforts. Further, managers also need to emphasize collective efforts achieved through collaboration. The teams need to cooperate seamlessly for optimum output. In addition, teams need to consider wins and losses as their own, instead of any particular individual’s. Managers and leaders should share the results among all. Celebrating success is vital in any successful endeavor. Teams need to have mechanisms in place for celebrating individual achievements as well as team successes. These celebrations should be meaningful and provide opportunities for all team members to grow together.

Study Your Surroundings

One of the best ways to ensure that team members work together harmoniously is to audit their surroundings regularly. This means looking for potential conflicts and problems that could be causing distraction or conflict. By being proactive, leaders can head off potential conflicts before they occur and keep everyone on task. Additionally, it’s essential to create an environment where team members feel comfortable voicing any concerns about the work situation. By doing so, leaders can help teams resolve any issues quickly and efficiently.

Focus On High Performance

A culture of winning is based on high performance. Leaders and managers need to create an environment where team members focus on achieving the highest possible level of productivity. To do this, leaders should focus on developing individual skills so that team members can work together effectively. While doing so, managers should ensure that they are concentrating on receiving the maximum output from their employees and providing that their employees practice self-care. Leaders must ensure the mental and physical well-being of employees. Celebrating team successes is a great way to build morale and motivate everyone. So, what are you waiting for? Start building a culture of winning today! There’s no doubt that a team culture of winning is essential for any business. Focusing on team wins creates a sense of camaraderie and pride among your employees, leading to increased productivity and success. This blog has outlined the steps you need to take to create a winning team culture. Read the blog carefully and implement the strategies suggested to reach your team’s full potential. Thank you for reading!

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FAQs

What makes a team a winning team?

A winning team focuses on high performance and collaboration among team members. The employees in such a team focus on achieving more and motivate each other to perform better.

What is the importance of winning culture in the workplace?

A winning culture at work ensures that the people feel respected and appreciated for their efforts. As a result, the work environment is better and people are more likely to stay for longer durations.

What are the benefits of creating a winning culture in the workplace?

Creating a winning culture at work helps managers boost the morale of their teams through positive reinforcement. Managers get happier and satisfied employees in such teams.

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What Is The Contrast Bias? How Can Managers Defeat It?

What Is The Contrast Bias? How Can Managers Defeat It?

Decision-making is one of the critical skills of a manager. Nonetheless, many problems evade the manager away from objectivity. Biases are one such trouble. They drive the manager away from making the right decision and push them towards an intuitive choice. As a result, the quality of these decisions is impaired – they become more irrational and emotional. In today’s blog post, we will understand the contrast bias. The contrast bias is typically found when managers perform performance reviews of multiple employees. We will explore the meaning and impact of the contrast bias to identify potential roadmaps for managers to overcome it. So, let’s begin.

What is the contrast bias?

Contrast bias is the tendency to compare candidates against each other. It can make people make mistaken judgments because they are likelier to notice and remember things unique to them. For example, a person who is conducting performance reviews for their team might give lower ratings to everyone because they are focused on the previous candidate, and hence use them as a measurement guide. This type of thinking can also cause you to judge others harshly based on superficial characteristics, even if you have never met them before. It’s essential to avoid making judgments and be aware when others are doing so and avoid reinforcing those thoughts or opinions. The contrast bias tends to overweight information that pivots around one candidate. It’s a common psychological phenomenon that can lead to bad decision-making. It happens because it makes decision-making extremely easy by ignoring the grey zone and reducing the choice to a simple matter of black or white. For managers, overcoming the contrast bias is critical in making sound decisions that benefit their organization. To do this, they must be open-minded and consider all information before deciding. Having a clear goal also helps, as decisions are based on the correct data instead of personal preferences or biases. By defeating the contrast bias, managers can make better decisions that benefit their organization.

The impact of contrast bias on managers

When comparing a candidate or employee to another employee, the contrast effect is a type of bias that can result in some difficulties when it comes to the hiring process because specific candidates can appear to be better or worse than others solely based on who applied for the job at the same time. When recruiters or hiring managers look through several resumes for the same position, contrast bias is frequently used as a filter instead of taking the time. A manager compares an employee’s performance to other employees rather than the company performance standard. It is known as contrast bias. Instead of being assessed, the contrast effect is an unconscious bias that occurs when two things are judged in comparison to one another. Because we don’t measure accurately, this bias can make you make biased decisions when you meet someone for the first time, for example, during an employment interview.

Why should you escape the contrast bias?

The contrast bias is a cognitive distortion that causes people to overweight the importance of certain factors observed in a pivotal candidate. As a result of this bias, managers compare the performance of candidates against each – by drawing a contrast – instead of giving an objective assessment of the employee solely. It hurts the quality as the performance review no longer assesses the employee’s qualities independently. Instead, it is only rating them against each other. By doing so, the purpose of a performance review is lost. The impact of contrast bias is visible during the hiring process as well. In this, a candidate may be rated in comparison to the others. This can work in two ways. The first positive contrast effect happens when a candidate is ranked higher than the others because they are better than the previous one. On the other hand, a negative contrast effect occurs when candidates are rated worse because the other candidates were better. In both these scenarios, relative judgment is drawn from a set of candidates instead of an unbiased review. Want to make your interviews better? Learn these 5 essential interviewer skills for managers!

Ways to overcome the contrast bias

Recognize and understand the bias

When you compare two similar biases, the Contrast Effect occurs. Overcoming unconscious bias in the workplace begins by naming these biases. There is no single way to overcome the contrast bias. However, trainers and managers can help by understanding how this distortion works and how it can impact judgments. Additionally, they should emphasize the importance of giving objective performance reviews that are not biased compared to others. Moreover, they should also educate their team members about the existence and impact of biases.

Set clear expectations and measure against them

To help managers and employees overcome the contrast bias, it is essential to set clear expectations for performance reviews. Managers should describe what they are looking for in an employee’s performance review instead of saying, “good job.” Furthermore, if specific goals need to be met during the review period, these should also be clearly outlined. Finally, reviewers must measure their work against those expectations to avoid biases creeping into their ratings. You can also check out more effective tips on performance reviews for managers.

Use standardized interviews

Standardized interviews can also help managers overcome the contrast bias during hiring processes. They provide a common framework for reviewing employees and help reduce rating variability. Additionally, standardized interviews can be used to compare performance across groups of employees or teams. This is because it allows for a more holistic review of an employee’s performance.

Use technology to infuse objectivity

Technology can also help managers overcome contrast bias. For example, managers can use performance reviews and skill tests that are automatically generated. This way, there is less room for subjective ratings and preferences to creep in. Furthermore, managers can schedule performance reviews at specific times so they are consistent with other commitments that can affect their decisions. Finally, you can use technology to track employee progress over time and provide feedback on areas where improvement is needed. Managers can use tools like the AI-based coaching platform Risely to track their efficiency and set learning and development goals.

More about biases

Several biases can affect employee performance reviews. One bias is the contrast bias, which occurs when reviewers rate employees differently based on how different they perceive them to be from themselves. Besides that, many other biases pave the way to our daily decisions, and we rarely realize that. You can read more about the top ten biases that affect managers here. However, not all is bad about depending upon your mind to make quick decisions. Mental models – based on a mix of information and intuition – are an excellent tool for managers to speed up decision-making and add efficiency to the process. That sounds interesting. Find out more about mental models here.

Conclusion

Managers must be aware of contrast bias and its effects to avoid biases creeping into their ratings. They can overcome this bias and provide more objective feedback to employees with a bit of effort. The contrast bias is a bias that leads us to make negative judgments in comparison to situations that are contrastable. This bias can be destructive, leading to negative decision-making and a lack of appreciation for positive outcomes. To overcome the contrast bias, managers must be aware of its influence and implement strategies to counteract its destructive effects. Check out our blog for more information on defeating the contrast bias and making better decisions!

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90 Day Leadership Plan for New Managers: 6 Tips

90 Day Leadership Plan for New Managers: 6 Tips

Starting a new job can be daunting, especially when it comes to being responsible for the work of others. But don’t worry; we’ve got you covered with a 90-day leadership plan to help you ease into your role and thrive in it. In this blog, we’ll discuss why creating a 90-day leadership plan is crucial for new managers and when to use one. We’ll also provide tips on what to include in your plan, such as your team’s core values, goals and expectations, professional development plan, major leadership challenges, performance reviews, and how to become part of your team. With these tips, you can make an impact at your new job!

Why should you create a 90 Day Leadership Plan?

Introducing a 90-day leadership plan can do wonders for new managers. First, it helps them establish clear goals, priorities and set expectations for their performance in the first few months. The plan serves as a roadmap that allows managers to stay on track while building relationships with team members and stakeholders. Finally, as it allows for adjustments if necessary, managers can adapt to any changes or challenges, ensuring they remain productive and effective. Furthermore, having a 90-day plan empowers employees to self-manage their work, helping the manager focus on their responsibilities without micromanaging their team members. It also helps alleviate new job jitters and serves as a reminder of what needs to be prioritized, ensuring a smooth transition into the new role. Overall, incorporating this plan is an excellent way to ensure success for both the manager and the team.

Empowers Team Members to Self-Manage Work

Setting clear goals and priorities for your team is one of the most critical components of a 90 day leadership plan, as it allows new managers to empower employees to self-manage their work. By doing so, managers can focus on strategic initiatives that will drive the business forward rather than micromanaging their team’s day-to-day activities. Empowering employees also promotes employee growth and development, which can lead to higher job satisfaction and retention rates. A well-defined plan can help new managers establish credibility with their team and senior management as they demonstrate their ability to lead effectively and achieve results.

Helps with Goal Setting

Establishing clear goals and objectives is crucial for a new manager’s success, and a 90 Day Leadership Plan can greatly assist in this process. By prioritizing tasks and focusing on areas requiring immediate attention, new managers can ensure they stay on track while making necessary adjustments. The plan also serves as a communication tool, allowing managers to communicate their expectations and vision to their team members. Managers can measure their progress by setting specific goals and building credibility with stakeholders. A well-structured 90 Day Leadership Plan can help new managers establish themselves as effective leaders and achieve the desired outcomes for their team.

Helps Alleviate New Job Jitters

Starting a new manager role can be overwhelming, especially if it’s your first time in a leadership position. You may feel nervous and unsure of how to navigate the role’s demands. This is where a 90 day leadership plan can be highly beneficial. Setting clear goals and expectations for yourself and your team can alleviate some of the stress of starting a new job. A well-structured plan guides which tasks to prioritize and what areas require immediate attention, allowing you to focus your energy on what matters. Additionally, having a plan can boost your confidence and reduce anxiety, leading to better performance and success as a new manager. Imposter syndrome is very common among new managers, setting a plan is a sure shot way to avoid the negative impact.

Serves as a Reminder of Priorities

A 90 Day Leadership Plan constantly reminds new managers of priorities. With many tasks and responsibilities, losing sight of the most important goals is easy. A well-structured plan can help managers stay organized and focused on what matters the most. By prioritizing specific, measurable goals that align with company objectives, managers can ensure they are making progress toward achieving success. Reviewing and updating the plan can help managers stay on track and adjust their priorities. With a clear idea of what needs to be accomplished, new managers can confidently lead their teams toward success.

When to Use a 90 Day Leadership Plan?

Starting a new management role can be daunting, and a 90 Day Leadership Plan can be an essential tool to help managers transition smoothly. This plan is beneficial when taking on a new team or in a fast-paced work environment. It provides clear expectations and goals for the first few months as a roadmap for prioritizing tasks and projects. A 90 Day Leadership Plan allows managers to build relationships with their team members and stakeholders while identifying areas that need improvement. Regularly reviewing and updating the plan enable new managers to stay on track, measure progress, and celebrate successes. Risely – the AI co-pilot for all your people management challenges – makes this even easier. Sign up for Risely today to get access to expert curated resources on 30+ common managerial challenges, effective assessments and practical toolkits, bundled into customized a learning journey that moves with you.

What to Include in a 90 Day Leadership Plan?

When creating a 90 Day Leadership Plan, it is essential to include specific components to ensure success:
  1. Assess the company culture and team dynamics to understand how to lead your team effectively.
  2. Set clear goals and objectives for yourself and your team that align with the team’s objectives.
  3. Take the time to learn about your team member’s strengths and weaknesses to build a cohesive and productive team. Establishing a communication plan is also crucial for building relationships with your team and stakeholders while identifying areas for process improvement can help streamline operations.
  4. Developing a training and professional development plan can motivate and retain employees while enhancing their skills.
By including these elements in your 90 Day Leadership Plan, you can set yourself up for success as a new manager.

Your Team’s Core Values

Aligning with your team’s core values is essential to building a successful leadership plan. As a new manager, understanding these values can help establish trust and respect within your team. In addition, core values serve as guiding principles shaping culture and behavior, ensuring everyone is on the same page when working towards common goals. You can improve team communication, collaboration, and decision-making by assessing and reinforcing these values. Consider conducting surveys or focus groups with team members to get their perspectives on the values and how they can be strengthened. With this insight, you can incorporate these values into your 90-day leadership plan to ensure everyone is aligned and working towards the same objectives.

Goals and Expectations

As a new manager, setting clear goals and expectations for yourself and your team is crucial to success. Using the SMART framework, you can ensure that your goals are specific, measurable, achievable, relevant, and time-bound. It will help keep everyone on the same page and aligned with the team’s mission and values. Clear expectations also ensure your team knows what is expected of them and what they need to achieve. Communication is vital when setting goals and expectations; regular check-ins can help track progress toward achieving these goals and make any necessary adjustments along the way. Finally, setting clear goals and expectations ensures your team is motivated, productive, and focused on achieving success.

Professional Development Plan

Developing a professional development plan for new managers ensure their success. A well-crafted plan can help them identify areas of strength and weakness, set goals, and track progress toward personal growth. It should include specific objectives, such as attending training sessions, participating in mentorship programs, or networking with industry experts. By investing in their professional development, new managers improve their skills and strengthen the team they lead. In addition, regular check-ins with a supervisor or mentor can help refine the plan and ensure it remains relevant and achievable. Check the essentials of new manager training here: Training for New Managers: How to Lead Your Learning?

Major Leadership Challenges

New managers may face numerous challenges when taking on a leadership role. Building trust with team members, setting expectations, and navigating company culture are just a few hurdles new leaders encounter. Fortunately, a well-structured 90-day leadership plan can help address these challenges by providing strategies for overcoming them. For instance, scheduling regular check-ins with team members and seeking their feedback can help build trust and open lines of communication. Similarly, setting clear expectations can avoid confusion and ensure everyone is on the same page. By addressing these challenges head-on, new managers can set themselves up for success in their new roles.

Performance Reviews

Performance reviews are crucial to any 90-day leadership plan for new managers. They provide an opportunity to assess team members’ performance and identify improvement areas. Regular check-ins can ensure team members are on track to meet their goals by establishing clear goals and expectations early on in the plan. Effective communication is critical during performance reviews, providing constructive feedback and recognizing accomplishments. It helps build trust between managers and team members, increasing productivity and engagement. It also helps to establish a culture of continuous improvement, where everyone is encouraged to strive for excellence.

Becoming a Part of Your Team

In essence, the primary goal of any 90 day leadership or management plan is to make the team your own. At the end of this period of 90 days, a manager should be able to become a practical element of the team. It means they are well-versed in the team’s plans, core values, and long-term goals. The focus on these critical factors should be visible in the actions taken by the manager.

Conclusion

Creating a 90 Day Leadership Plan is crucial for new managers as it can help them alleviate their job jitters, empower employees to self-manage their work, set goals and priorities, and much more. In addition, it serves as a reminder of what needs to be done in the first few months of your new role. A good plan will include your team’s core values, goals and expectations, professional development plan, significant leadership challenges, performance reviews, and becoming a part of your team.

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90 Day Leadership Plan FAQs

What is the 90 days plan for leadership?

A 90-day plan for leadership typically includes defining and aligning goals, building relationships with stakeholders, assessing the team’s strengths and weaknesses, identifying areas for improvement, and creating action plans to achieve desired outcomes. It also involves establishing metrics and monitoring progress.

How do you write a 90 day strategic plan?

To write a 90-day strategic plan, start by setting clear goals and objectives. Then, identify the critical tasks and milestones needed to achieve those goals. Next, determine the resources and support required, assign roles and responsibilities, and create a timeline. Finally, monitor progress and adjust the plan as needed.

What is a 30-60-90 day plan as a team leader?

A 30-60-90 day plan for a team leader outlines the specific actions and goals for the first 30, 60, and 90 days on the job. In the first 30 days, the focus is on getting to know the team and identifying challenges. In the next 30 days, the focus shifts to implementing solutions and building relationships. The final 30 days are about measuring progress and refining strategies for long-term success.

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10 Ways to Support Your Team at Work

10 Ways to Support Your Team at Work

As a leader, your team looks to you for guidance and support. Supporting your team is not just a good thing to do, and it’s essential to ensure they are productive, engaged, and motivated. In this blog post, we will first discuss the importance of team support and the characteristics of supportive leadership. Then, we will provide you with ten practical ways in which you can support your team at work. From open communication to promoting work-life balance and recognizing hard work – these tips will help you create a positive work environment that fosters growth, teamwork, and success for everyone involved. So let’s begin this journey towards becoming a more effective and supportive leader!

Understand the importance of team support

Team support is crucial for better communication and collaboration among team members, and managers can help make this a real big time. Providing resources and tools to team members can help them work more efficiently while encouraging open communication and feedback can improve morale. Showing recognition and celebrating achievements can boost motivation and improve job satisfaction. Offering opportunities for professional development shows investment in the growth of team members. Fostering a positive work culture that allows for flexibility and work-life balance helps in creating a sense of community within the team. It’s essential to show empathy and understanding during difficult times as it builds trust among team members. Encouraging creativity and innovation leads to new ideas and solutions that benefit the entire team. Leading by example as a supportive leader sets the tone for the whole team, leading to a more productive and supportive working environment.

Characteristics of supportive leadership

Supportive leaders exhibit empathy, active listening, clear communication, flexibility, recognition, collaboration, coaching, trustworthiness, resourcefulness, and advocacy. A supportive leader should be empathetic and understand their team members’ feelings and perspectives. Active listening helps in understanding team concerns and ideas while encouraging open communication. Clear communication sets expectations and provides feedback to support team members’ work. Finally, flexibility with schedules or workloads shows a willingness to support team member needs. Some significant characteristics of supportive leadership are:

Empathy and active listening

Supportive leadership involves several vital characteristics, including empathy and active listening. Empathy is the ability to understand and share the feelings of others, which is crucial for building strong relationships with team members. Active listening involves giving full attention to someone and validating their thoughts and feelings. Leaders who practice empathy and active listening create a safe space for their team members to express themselves. These qualities help leaders identify areas where their team members need additional support or resources. Leaders can build trust with their team members and foster positive relationships by showing empathy and actively listening.

Transparency and trust-building

Transparency and trust-building are the second pair of characteristics of supportive leadership. Leaders can create a more supportive work environment when they are open and honest in their communications with team members. Transparency helps prevent misunderstandings and ensures everyone is on the same page. In addition to this, trust is built when leaders follow through on their promises and demonstrate integrity in their actions. When team members trust their leaders, they are more likely to feel supported and motivated. Overall, transparent communication and trust-building are essential components of supportive leadership that can help teams thrive in the workplace.

Flexibility and adaptability

Supportive leaders possess several characteristics that help them foster a positive and productive work environment. One of the key traits of such leaders is flexibility and adaptability. Leaders who are open to new ideas and approaches can create an environment that encourages innovation and growth. Flexibility also means adjusting to different work styles and schedules, which can help team members feel supported and valued. Additionally, adaptability enables leaders to respond quickly to challenges and opportunities, which can build trust among team members. Finally, when leaders prioritize flexibility and adaptability, they set an example for their team members to do the same. As a result, it can lead to a more collaborative work culture where everyone feels empowered to contribute their unique strengths and ideas.

Ten ways leaders can support their teams at work

Prioritize open communication

Effective communication is essential to building trust and promoting collaboration within a team. As a leader, it’s essential to prioritize open communication by creating an environment where team members can feel comfortable sharing their thoughts and ideas. It can involve scheduling regular check-ins or providing channels for anonymous feedback. Active listening is also key to promoting open communication. Leaders should take the time to listen actively to team members’ concerns and suggestions, as this will help them better understand their team’s needs and strengths. By doing so, leaders can improve productivity and job satisfaction among team members. Overall, prioritizing open communication is one of the most important ways leaders can support their teams at work.

Foster a positive team culture

As a leader, fostering a positive team culture is essential to supporting your team. It involves creating an environment where everyone feels valued and respected. Encouraging open communication, collaboration, and teamwork can go a long way in promoting a positive team culture. Building trust and showing appreciation for team members’ contributions is also crucial. Creating opportunities for team members to bond outside work helps build a strong team dynamic. From team-building activities to after-work happy hours, there are many ways to encourage bonding among coworkers. In addition, effective leaders should lead by example and consistently model positive behaviors contributing to a healthy team culture.

Encourage personal and professional growth

Leaders encouraging personal and professional growth can create a homely and healthy team atmosphere. When team members have training, development, and mentorship opportunities, they are more likely to be motivated and engaged in their work. Creating a learning and growth culture can also help attract top talent to your organization. Recognizing and rewarding employees who take the initiative to improve themselves is also a great way to foster a positive work environment. It’s also important to provide feedback and constructive criticism, as this can help team members identify areas for improvement and grow professionally.

Establish clear expectations and goals

One of the key ways leaders can support their teams at work is by establishing clear expectations and goals. It is essential for the success of any team, as it ensures that each team member knows what is expected of them. Therefore, leaders should communicate their expectations clearly, and set specific, measurable, achievable, relevant, and time-bound (SMART) goals to help keep their teams focused and motivated. Further, team leaders can help their team members identify unique ways to take control of their time. Managers can inform team members of techniques such as Pomodoro and help them by offering flexible schedules to encourage healthy goal-setting and time management habits.

Promote work-life balance

Leaders can support their teams at work by promoting work-life balance too. By encouraging employees to take breaks, use their vacation time, and prioritize self-care, leaders can help them feel more fulfilled and reduce burnout. In addition, offering flexible schedules or remote work options can help achieve a better work-life balance. In addition to these actions, leaders can consider implementing wellness programs or activities in the workplace to further support their team’s well-being. Leaders also need to model healthy work-life balance habits, as this sets a positive example for their team members to follow. Overall, promoting work-life balance is an essential part of supporting a happy and productive team.

Recognize and reward hard work and dedication

As a leader, you can support your team at work in many ways, and one effective strategy is to recognize and reward hard work and dedication. It can significantly impact team morale and motivation, as employees appreciate being acknowledged for their efforts. Rewards can come in various forms, such as bonuses, promotions, or public acknowledgment. It’s important to ensure that the rewards are proportional to the effort put in by the team member. Additionally, recognizing individual and team achievements helps promote a sense of unity within the group.

Encourage teamwork and collaboration

One of the ten ways leaders can support their teams at work is by encouraging teamwork and collaboration. It has a positive impact on productivity and employee satisfaction. Leaders can create opportunities for team-building activities to promote cooperation or assign group projects. Encouraging open communication and active listening can also foster teamwork among team members. Effective collaboration can lead to better problem-solving, innovation, and overall success for the company. By supporting and promoting teamwork in the workplace, leaders can cultivate a culture of collaboration that benefits both teams and managers.

Provide necessary resources and support

As leaders, providing the necessary resources and support to our team members is crucial to ensure their success. It includes ensuring they can access the equipment, software, and training needed to perform their job effectively. In addition, leaders should be available to answer questions and provide guidance when needed. Encouraging open communication among team members can also facilitate a supportive work environment. By creating an environment where team members feel comfortable discussing issues, leaders can address problems early on and ensure everyone is working towards the same goals. Offering this level of support benefits individual team members and can also increase overall productivity and motivation within the team.

Lead by example with a positive attitude and work ethic

Leaders can support their teams in many ways, and one of the most effective is leading by example. It means modeling positive behaviors such as a positive attitude and strong work ethic. A leader with a positive attitude can create a work environment that fosters productivity and collaboration. Similarly, demonstrating a solid work ethic can encourage team members to do the same, improving overall performance and results. In addition to these attitudes, leaders should be willing to take on challenging tasks and responsibilities to show their teams they are invested in their success. And when the team does succeed, it’s essential to recognize and celebrate those successes to keep morale high. Finally, by leading by example with these behaviors, leaders can inspire and motivate their teams to achieve great things at work.

Show empathy and provide emotional support

One of the most important ways leaders can support their teams at work is by showing empathy and emotional support. It involves actively listening to team members and acknowledging their emotions and concerns. Leaders can create a safe, supportive work environment that fosters trust, rapport, and open communication. Furthermore, demonstrating empathy helps identify potential issues early on, which enables leaders to address them before they escalate. Ultimately, leaders who show compassion and provide emotional support play a critical role in creating a positive work culture that promotes collaboration and productivity. So if you’re looking to support your team at work, start by showing empathy and being there for your team members when they need your support.

Conclusion

A supportive leader is essential to create a positive work environment, boosting morale, and increasing employee engagement. When you invest in your team members and show them that you care, they are more likely to produce quality results and go the extra mile for the team. To be an effective leader, practice empathy, active listening, transparency, and trust-building. So start supporting your team today!

Practice active listening to support your team at work.

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FAQs

How do you support team members success?

To support team member success, it is important to provide them with the necessary resources, training, and feedback to perform their jobs effectively. This can include setting clear expectations, recognizing and rewarding their achievements, providing opportunities for growth and development, and fostering a culture of collaboration and open communication. It is also important to offer support and guidance in times of challenge or difficulty.

Why should we support team member in a workplace?

Supporting team members in the workplace can lead to increased productivity, higher job satisfaction, and better retention rates. When team members feel supported, they are more likely to be engaged, motivated, and committed to their work. Supporting team members also creates a positive work environment, which can lead to improved team dynamics and overall organizational success.

How can a leader support their team?

A leader can support their team by setting clear goals and expectations, providing regular feedback and recognition, offering opportunities for training and development, and creating a culture of open communication and collaboration. Leaders should also lead by example, demonstrate empathy and understanding, and be available to offer support and guidance as needed. Effective delegation and performance management are also key skills for supporting team success.

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What Makes A Great Manager Stand Out? 10 Traits Of Great Managers

What Makes A Great Manager Stand Out? 10 Traits Of Great Managers

As a manager, it’s your job to lead and effectively manage your team. Good managers can carry out these responsibilities considerably and achieve their targets. But what makes a great manager better than a good manager? In this blog post, we’ll talk about the ten traits of great managers that help them win. From being able to stay calm under pressure to inspiring and motivating others, some extraordinary traits make a manager great. These traits are something every manager should strive for. So read on and learn the ins and outs of becoming a great manager.

What Is A Good Manager?

A good manager handles the day-to-day business operations while maintaining a positive outlook. They can delegate tasks efficiently and communicate effectively with their team. Additionally, good managers can set goals and benchmarks and keep track of progress. They also know when to give feedback, step back, and let their team operate autonomously. Above all, good managers can build trust and respect among their team members. But, still, good managers cannot reach the highest potential managerial effectiveness. They are good at managing teams but not great or the best manager, which is a significant gap or difference. So, what do great managers do differently? Let’s figure it out in our next section.

What Makes A Great Manager Different?

A few traits set a great manager apart from good managers. Great managers can motivate and inspire their teams. They possess excellent management skills and a deep understanding of their team’s strengths and weaknesses. They have mastered the art of handling multiple tasks and streamlining various processes smoothly. A great manager knows how to tap into their team’s potential and helps them realize their vision. They know how to handle any possible situation, and if not, they know how to face new challenges calmly. Great managers build consensus among their team members while saving them from the chaos that conflicts can invite. How are they able to do so? Several traits of great managers make them significantly different and better than good managers. What are the qualities of great managers? Let’s unfold that in our next section.

10 Traits Of Great Managers That Summon Success

1. Inspiring and motivating others

Good managers can make their teams work. But a great manager gets things done like a boss with their teams. The difference lies in their ability to inspire and motivate their teams. A great manager can not only efficiently run operations but also inspire and motivate others, often by setting an example themselves. Their ability to encourage employee activity comes from clarity in vision and an action plan. Communication skills that help in sharing and receiving ideas add to it. As a result, they can build trust and command respect among their team members. Further, they are not shy to accept mistakes and offer due praise.

2. Thinking strategically

Good managers are usually more tactical than strategic. They focus on the here and now and on what needs to be done to get the job done. A great manager, on the other hand, is more strategic. They think about the vision and envisage plans to achieve those goals. They are also capable of keenly analyzing their environment and plan their moves accordingly. While both types of managers are essential, a great manager is more likely to succeed in the long run and become a great leader.

3. Making decisions quickly and confidently

A good manager is someone who has adequate decision-making ability. You can find them making decisions and implementing them effectively in day-to-day business. They can do this due to their experience and availability of information. Yet, in some instances, you might find them bewildered. Frequent and abrupt changes might throw a good manager off kilter. A great manager, on the other hand, overcomes unanticipated challenges. They make decisions quickly and confidently, even under uncertain situations. It is because they not only can gather and process information quickly, but they also dare to act in the face of uncertainty. Great managers lead their teams through ambiguity on a clear path.

4. Building and maintaining relationships

Good managers are good at managing people, but great managers are great at building and maintaining relationships. Great managers create harmony and balance in their workplaces and connect with their employees on a personal level. They show empathy and understand that people are different, which is why they can work with them in a way that meets their needs and makes them productive. In consequence, great managers can coach their employees into better professionals and future leaders by bringing out their potential. Team members who work with great managers enjoy lasting relationships long after they stop actively working with each other. The team members always look up to their managers for guidance across their careers.

5. Communicating effectively

For a manager to be effective, assertive and clear communication is vital. They facilitate the best team meetings and even one-on-one meetings with their teammates. It means being able to communicate clearly and concisely, as well as being able to listen to and understand what others are saying. Good managers often miss active listening and then fail to build emotional connections with their teams, but great managers never miss a beat. They are proactive in planning and communicating the most critical and trivial information. They also know how to handle sensitive communication with care. They can handle exit conversations, negative news, uncertain or volatile situations, with empathy and respect.

6. Delegating and empowering others

A good manager believes in having a close check on and reasonable control of the work within their team. However, they might fall into the habit of micromanagement while running after efficiency. A great manager, on the other hand, believes in giving autonomy and empowering their team. Thus, great managers can cultivate ownership and help their teammates grow while focusing on strategic aspects of work. Their delegation skills are significantly better than good managers. It is because they have a better understanding of the strengths and weaknesses of their team members, which allows them to make better decisions about what tasks should be delegated to whom. They can set clear expectations and provide straightforward instructions, which helps avoid misunderstandings.

7. Leading by example

Great managers are better able to lead by example. Good managers usually try to lead by explaining their expectations from team members. They expect certain behaviors from their team and try to maintain managerial standards. But this is not always successful. Great managers model the behaviors and hard work they want their team members to exhibit. This way, they can better manage the team and ensure their employees have practical knowledge of what exactly they need to follow. Moreover, with a hands-on approach, these managers can better understand and connect with their teams. As a result, they are decisive, transparent, and supportive. These qualities of great managers put them above a good manager.

8. Coaching and developing others

Good managers are content with their lives and are happy with what they have since their current work is being done effectively. They don’t see much need for coaching to develop their team if the team is consistently meeting the targets. On the other hand, great managers are constantly looking for ways to improve and help their team members grow. They look for new competencies and qualities that their team can develop and then facilitate through professional development and training programs. They are patient and understanding and have the know-how to coach and develop others. Great managers have a growth mindset and a strong sense of purpose and are driven by their goals.

9. Handling difficult conversations

Great managers can better handle difficult conversations and people in a way that leads to a productive outcome. They know how to listen attentively and understand the other person’s point of view. It allows them to devise a fair and beneficial solution for both parties. Good managers, on the other hand, aren’t as good at handling challenging conversations. It is because they often rush into decisions without fully understanding the situation. They might even hesitate and avoid some conversations. As a result, they make decisions that are not well-received by either party involved.

10. Staying calm under pressure

Staying calm under pressure is one of the most required essential of a manager. A great manager is better equipped to remain calm when a situation arises where the good manager is under pressure. Good managers manage stressful situations well, but great managers become stronger from such situations. They understand that mistakes are part of the learning process and that stress will not catalyze them into making the best decision. They know how to help their teams understand the gravity of the errors and handle disappointment at work. Ultimately, great managers are masters of balance and know how to use it wisely.

Conclusion

A great manager can balance work and personal life well, is good at problem-solving, and possesses the ten traits listed above. By understanding what makes a great manager better than a good manager, you can develop the skills and traits needed to be a great manager. It will help you ensure that you make the best out of the team and that you come out as a great and effective leader from whom the team follows and takes inspiration.

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What Makes A Good Manager In The Employee’s Perspective?

What Makes A Good Manager In The Employee’s Perspective?

Working for a good manager can be incredibly rewarding. They lead teams and manage projects efficiently, which improves results. However, not all managers are created equal, and not all employees enjoy working under their manager. In this blog, we take an employee perspective to understand what it is like to work for a good manager. We ask questions like: What do such managers do, which qualities make them good? And what does a good manager not do? And how do employees feel when they work for the ideal manager? We believe that the answers we get will be highly beneficial to all the managers. So, without further delay, let’s Start!

What Makes A Good Manager?

Becoming the ideal manager for your team members is not about making them happy by being soft on them. It is also not about compromising on performance. Instead, it is much deeper than that. It is about the experiences you give to your team members daily that make you a good manager to them. So what does a good manager do?

Develops and maintains relationships with employees

Good managers are adept at developing and maintaining solid relationships with his employees. The ideal manager knows how to listen, understand, and empathize with their employees and can foster a positive work environment. They understand that working relationships are a two-way street and strive to build a rapport with their team members. These relationships go a long way in improving morale and motivation while ensuring that everyone is on the same page and understands their roles within the organization. It further leads to productive and loyal employees who are more likely to achieve their goals and contribute to the organization’s success.

Leads by example

The ideal manager leads by example. He sets the right tone for the team, ensures that everyone is working towards the same vision, and sets high standards for himself and his team. By being a role model and setting the right example, he ensures that the team follows his lead and behaves in a responsible and professional manner. He also sets clear expectations and benchmarks for the team, ensuring that they know what is expected of them and that they are held accountable for their actions. By setting an excellent example, the manager ensures that everyone on the team behaves in a manner that is conducive to the company’s goals.

Takes care of their team

They take care of their team by providing the necessary resources and support to help them achieve their goals. Such managers create an environment where employees feel valued, supported, and motivated to achieve the company’s objectives. They are also proactive in enforcing company policies and ensuring that employees follow the correct procedures. A good manager is also likely to be proactive in identifying potential problems and addressing them early on. By doing all these things, a manager can ensure that their team is performing at its best which can direct the company towards success.

Provides clear instructions 

Managers who are liked by their teams provide clear instructions for what needs to be done to achieve the desired results. They are clear about the goal, the required resources, and the timeline for completing the task. With this clarity of goals and expectations, employees can move forward with their duties together with a better understanding of what the manager expects of them. It leads to a more efficient work environment and better output.

Takes inputs from the team

Effective managers take input from the team to ensure that they are making the best possible decisions for the company. By understanding what the team wants and needs, a good manager can steer the ship in the right direction. Managers who understand their team and work to build a collaborative environment can achieve far more excellent results than those who try to micromanage everything. Such managers create a cooperative atmosphere that encourages creativity and innovation by working closely with the team.

Sets a positive tone for the workplace

A good manager sets a positive tone for the workplace, which is essential for encouraging creativity, productivity, and teamwork. A relaxed and conducive environment lets employees take risks and engage in productive debate without feeling undermined. Additionally, a good manager balances accountability with flexibility so that everyone feels like they can contribute their best ideas and efforts. By setting the tone for positive workplace culture, such a manager helps create a winning team!

Communicates effectively

A good manager is communicative and can get his point across effectively and understandably. They can take the time to listen to his employees and understand their needs and then take appropriate action based on this information. They can also convey their ideas and plans clearly and concisely and see the big picture. Further, they can also identify and address any issues as soon as they arise so that everyone can focus on the task at hand. They send to-the-point emails and carry out team meetings well and productively. By being an effective communicator, they can help their team achieve their goals efficiently and on time.

Listens to employees without judging

Another critical attribute of such managers is that they’re good listeners. It means they are willing to hear what employees have to say, no matter how unpopular it may be. Good managers also don’t judge their employees but take them into account and understand their concerns and motivations. By doing this, managers can better understand how best to help their employees meet their goals and ensure that everyone on the team is productive and happy.

What does a good manager not do?

What you do as a manager is not the only ground to decide if you are good or not. There are also things that good managers “do not do.”

Try to micromanage employees

Micromanaging employees can be a real drag on productivity and can lead to reduced satisfaction among employees. A good manager understands that each employee is unique and has their strengths and weaknesses and strives to let them do their job in their way. Instead of controlling every move they make, the manager trusts their employees to do their job thoroughly and with integrity and leaves them to manage their own time and projects.

Require constant intervention from employees

A good manager doesn’t require constant help or intervention from employees, as this can lead to inefficient and wasted time. They can work on their own and delegate tasks as needed so that their employees can focus on tasks that are more important and fulfilling. A situation where employees constantly need to help their managers, can lead to resentment among employees and decrease productivity. The manager ensures that his team members have the resources and freedom to do their jobs effectively.

Allow disagreements and conflict to fester in the workplace

Such managers understand that disagreements and conflicts are inevitable in any workplace, but they should not fester. The facilitate and manage these disputes in a constructive and timely manner so that the workplace remains productive and team-friendly. They have well-rehearsed solutions if unresolved conflicts arise, such as mediation or encouraging people to solve the differences. In short, a good manager manages employee relationships to promote productivity and harmony.

Not prioritizing tasks and responsibilities

Too often, we allow our tasks to pile up. We then berate ourselves for not being able to get everything done. It may happen due to ineffective time management and the inability to prioritize essential tasks and responsibilities. A good manager understands the importance of prioritizing and gives each job the attention it deserves. By setting realistic goals and deadlines and sticking to them, they ensure that the work is done on time and to the best of their ability. They also understand the importance of delegating tasks and decision-making appropriately so that everyone can contribute their fair share.

How does Working for a Good Manager Feel: An Employee Perspective

There is much difference in the way employees feel when working for good managers vs. working for poor managers. Working under good or great managers makes it a lot more positive experience for employees. There are many different ways employees feel when working for good managers. Taking the most common routes into consideration, we would like to list that while working under the ideal manager:

Employees feel appreciated, valued, and respected.

Managers know how to identify and appreciate the strengths of their employees. By doing this, they foster a team environment where everyone is encouraged to contribute their best work. Employees who feel respected and appreciated work are likely to give their best effort, leading to a successful workplace. They also make sure that employees can balance their personal and professional lives and that they can take time off when needed. It leads to employees feeling valued and respected, which is integral for a successful workplace.

They might feel like they can be themselves and let their work speak for them.

Good managers know how to create an environment where employees can be themselves and let their work speak for them. They understand that talent is the key to success, and they are willing to invest in their team to make them successful. It goes a long way in fostering a positive work culture and retaining top talent. Additionally, such managers provide feedback in a constructive manner, which helps employees learn and unlock professional development.

They might feel like their work is essential and that the manager cares about their success.

When you work for such a manager, you might feel like your work is essential and that the manager cares about your success. They will help you with your career goals and provide guidance and support along the way. It can help you develop as a professional and feel like your work is valued. Additionally, they will create an environment conducive to productivity and creativity. In other words, employees will feel challenged and engaged in their work, which will lead to success.

There is a feeling of calmness, order, and productivity in the workplace.

Many employees feel at ease and productive when working for a these managers. They ensure order and productivity in the workplace. They also ensure that the employees feel calm and at ease without any stress. It is because a good manager can identify their employees’ strengths and weaknesses. Managers can then utilize the team members’ strengths to the fullest potential. They also create a sense of self-awareness within the team which makes them realize what they are capable of achieving. It also leads to increased job satisfaction, ultimately cutting down employee turnover.

Conclusion

To conclude, it’s essential to understand what makes a good manager. A good manager knows how to motivate and lead his team in the right direction. They also set reasonable expectations and behave professionally. They have the unique ability to see the potential in their team and use this to their advantage. On the other hand, a bad manager can be toxic and destructive, leading to low morale and a lack of productivity on an organizational level. Generally speaking, employees are enthusiastic and appreciate the sense of security and stability that comes with being under a good manager’s guidance. We believe that if managers can follow in the footsteps mentioned in this blog post, they can make sure to become an example of a good manager and eventually great leaders of their organization.

Learn how to manager conflicts in your team to become a smart manager.

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