Vital Insight Into Management Training Success

Managers want to provide helpful feedback to their team members. However, many managers struggle with how to structure that feedback. Whether a team member has difficulties or exceeds expectations, a manager’s ability to provide effective feedback is a critical skill in which managers must be adept. Feedback provided effectively and tailored to the team member will motivate and help retain top performers and grow every team member.

The purpose of providing performance feedback is to support your team members' growth and improvement in their respective roles. Managers who provide feedback intended to maintain a team member’s self-esteem and dignity improve the overall measurements and effectiveness of the team member.

What do you, as a team lead, gain from this? That’s a valid question! Correctly and effectively laying out their feedback leads to:

Delegating tasks in the workplace brings tremendous value to managers and leaders and should not be underestimated in the suite of managerial skills set. Understanding how to maximize delegation without hindering overall performance is vital to the success of an organization.

When done correctly, the benefits that delegation brings include building trust amongst a team and increasing total productivity. 

Where people exist, conflict exists. When you hear the phrase “workplace conflict” you might imagine the most passive-aggressive, or even just … aggressive situations that can arise between team members. Images of disgruntled employees gossiping with one another about a particular employee, or even a yelling match may come to mind.

Although situations like that aren’t uncommon, it’s important to remember that “conflict” can float under the radar, and fester in places that you may not even notice as a leader. Individual conflicts can come and go, negatively affecting your workplace culture without you ever seeing it happen.

There have been many inflection points in human history which have required businesses (and people) to change the way they operate.

A good place to start when trying to formulate how to grow your business during a time of change, is to look into the past

All of the following examples can be explained with the same thesis:

"Every instance of societal change opens doors that didn't exist before."

Take the Plague of the 1340's: Laborers were able to charge more for their work, the Feudal System collapsed, and the rise of "Humanism" took place.

Some of your employees may have already been working from home before COVID-19, and feel like not a lot has changed in their day-to-day now that your company has shifted to remote work.

At the same time there are probably others who are experiencing a remote workplace for the first time, and are still adjusting to this "new normal" (I wanted to get that over-used term out-of-the way, I promise not to use it again.)

According to a study performed by Watson Wyatt, businesses with effective communication practices are over 50 percent more likely to report that their employee turnover levels were below the industry average.

It’s not a secret that effective communication training increases productivity and employee morale. And yet, doesn’t it seem like communication skills are often taken for granted or overlooked?

These communication skills are even more important in managers. 

Don’t expect your employees to come with perfect communication skills “built-in”. Instead, train them to become great communicators.

Peter Drucker says, “The productivity of work is not the responsibility of the worker but of the manager.” This isn’t to say that no responsibility lies on employees, but that performance and productivity gaps can often be remedied by improving managers.

Conflicts happen in every workplace. They can start with a simple disagreement and often escalate into an argument that impedes the productivity of a team.

Although conflicts themselves are common – effective resolution of those conflicts tends not to be. Even though it may not always be possible to avoid conflict completely, It’s important to be able to recognize common causes of workplace conflict to help stifle them early on.

High-performers who are ambitious and want to grow tend to be top-picks when it comes time to promote someone to manager.

If one of your top leaders left your organization tomorrow, what would happen?

Would you start looking for an outside replacement ­­– even though the process is tedious, and you’re never absolutely sure that a candidate will be the right fit?

Often, the better alternative is to promote your next leader from within your company.