Develop Your People Managers for Better Results

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How can you increase workplace productivity and achieve better results?  For team leaders and managers, it all begins with communication.

Managing and developing people is important to the health of every organization.  Good people managers recognize talent and work at developing new leaders to ensure that the organization continues to grow and thrive.

 

The most effective people managers understand themselves and their team, and they work at learning what drives each individual team member to succeed -- what motivates them and how they most appreciate being rewarded for their contributions.
 
Every individual has a unique communication style that affects the way they approach their work, receive direction, and derive personal satisfaction.  Supervisors and managers have an important responsibility to learn how each team member works, what motivates them and the work opportunities that are most satisfying for them.

As a manager, it is more important than ever to be self-aware, understand your team and direct reports, and communicate effectively with them to develop them, make them more productive and more satisfied with their contributions.

69%

of managers find it difficult or are afraid to communicate with their employees, and 67% of US workers are not engaged at work.
(Source:  Quartz at Work)

People are your most important asset.  It's painful and costly to lose them due to poor management. 

What you may observe when a manager needs development:

  • Team members “tuning out” the manager when he or she speaks at a meeting

  • Nonverbal cues such team members’ arms crossed, looking down, or fidgeting with items on the desk during one-on-one meetings

  • Team members respond only with short answers to questions

  • Chronic tardiness or absenteeism among team members

  • Counterproductive “water cooler” conversations among team members

What you may hear

“I wouldn’t be having this issue if _____ would just do his/her job.”

“I’m not sure how you want me to tackle this project.”

“I feel like this is something that _____ should be doing, not me.”

“How will I know if it’s good enough?”

“I don’t know if I have what it takes to do this.”

 

When managers don't motivate and develop their people, everyone suffers.

Some of the symptoms may include:
  • Unmotivated team members

  • Low employee engagement

  • Individual performance suffers

  • High turnover on the team

  • Dissatisfied customers

  • Diminished credibility

Effective communication is the key to recognizing, rewarding, and developing your team.  Supervisors, managers and team leaders who are able to meet the unique needs of each employee are viewed as managers who care about them as people and interested in their development.  Employee engagement depends on strong relationships between managers and their direct reports.

Employee Working Late
 

Are you ready to help your managers lead more effectively?

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We recommend an effective, scalable personalized solution that:​
  • Is easy to understand

  • Helps team leaders better communicate with their team and others

  • Brings awareness to team leaders  to understand their natural directing and delegating style 

  • Identifies motivators and stressors for people on your team

  • Is available in multiple languages

  • Is time-tested, extensively researched and validated

We recommend Everything DiSC Management to direct and delegate, motivate and develop your teams.

 
Construction Managers

Give Your Managers New Tools to Build Teams!