"promotion"

Thu 26 May 2022
I’ve had the privilege to work a few different jobs in both managerial positions and entry-level positions. I’m sure that you can relate to me in feeling that some managers were great at what they do, while others weren’t as great. The old adage of “People don’t leave bad jobs; they leave bad managers” continues to hold true. According to research by The Ken Blanchard Companies, the average organization is 50% as effective thanks to less than optimal leadership.  

How does a bad Manager get appointed?

                To understand the cause of these terrible managers, you need to understand what the key problem here is. The way that managers are trained and appointed simply is not enough and sets them up for failure. 

Take a standard software firm for example, and a specific account executive named Jake. Jake is particularly good at closing deals, with very little haggling required, and on top of that, is responsible for a majority of the company sales. So, upper-level management chooses to give him a reward somehow. If Jake is capable of doing all of this, imagine what he could teach his coworkers to do right? So the administration chooses to promote Jake to a sales manager, responsible for managing other account executives and training new associates. 

                Unfortunately, Jake has no experience in developing people and the patience it requires. He just knows how to sell software. However, since he knows his methodology works wonders, he decides to teach everyone how to use his method, and boost sales. But his jokes just don’t sound the same out of other people’s mouths, and the charm he uses just feels off. And since he has no time to sell software himself, the company is making fewer sales. Ultimately, many of the sales associates choose to leave because they don’t like the command and control style of leadership Jake has deployed and those that stay aren’t meeting quotas because nobody is as good at selling using the “Jake method” as good as Jake is.

                The key takeaway here is that high performance individually does not necessarily translate into high performance as a manager. Unfortunately, promotion is often used as a reward for high performance, with increased pay used as an additional incentive. Therefore, the individuals who may actually have manager potential (based on their ability to develop people) get overlooked because they aren’t rockstar individual contributors. 

                Finding a good candidate for management can be tricky. However, training new managers can be successful. Performance evaluation software such as AIM insights can help your new managers get coached and develop the skills they need to effectively lead their team based on the data their direct reports are sharing in the tool. Using tools such as this can help you identify who is particularly good at working with a team, or who works well with many different types of orientations of workers. 

How can a good manager still be failed by upper administration?

Regardless of how skilled a manager may be, if they aren’t properly set up for success, they may still not be well prepared for their new role, at the company’s expense. A manager is not born into the world with perfect skills. They may naturally be able to work with other people, but they still need to be trained. The best way to think about a manager is as a person, but also as an investment. Would you choose to buy a house that has a lot of space, but no bathrooms? It’s a very similar concept. A manager candidate has a lot of potential, but not necessarily the exact skills needed for the role. Fortunately, these can be easily trained. 
Training a manager involves a few different subjects. These subjects include some of the following:
·         How to have effective 1:1’s and soft skills
·         Training new employees
·         How to give a performance review

All of these subjects are critical to ensure the best possible manager. Can you imagine how bad an incompetent manager could be? Fortunately, you don’t have to imagine as such. According to the Society of Human Resource Management, 84% of U.S workers say that poorly trained managers create much more unnecessary work and stress for them. Interact even researched poor managers and found that 69% of managers are uncomfortable communicating with employees and would prefer to not give any direct feedback unless absolutely necessary. These managers have been failed. With adequate training, they could have been truly amazing. However, because they failed to go through a proper vetting process, and then a training process, they quite simply are not capable enough to assume such an important role. 

The way we train our managers is nowhere near where it should be at this point in time. It is just too important of a role to not give due diligence to. Understanding how to choose a good manager, and then how to train them will be the best course of action for the future. Only through this can we hope to create a better work culture for the future. 

Wed 29 June 2022
Employee Turnover is one of the most irritating and damaging problems that a business may face. There are a few reasons that this can occur, but luckily, most of these reasons can be easily rectified or ameliorated. 

What exactly is Employee Turnover?

                Employee turnover is the phenomenon in which an individual leaves their position for another position, or to be free of the workforce. There are traditionally two types of this. The first type of turnover is voluntary turnover, which is when someone chooses to leave their position. Examples of this can be retirement, seeking a higher position, or taking time off to take care of a family.

                The second form of turnover is involuntary turnover, which is when someone is forcefully relieved of their duties. This is often initiated by an employer or human resources. This can include being let go, fired, demoted, or a few other actions. 

                According to the Bureau of Labor Statistics, most industries have a turnover rate of 19%.  A turnover rate is calculated by taking the number of employees that leave within a specific period of time by the average number of employees working in that time frame. The lower this rate is, the better it is for the employer. 

Why is turnover so bad?

                The hiring process is not an easy one for a manager, nor is it inexpensive. The process of hiring the best possible candidate includes a few tasks. Not only does this job have to be posted and then advertised, but then needs to be screened for and interviewed. All of these cost large sums of money, estimated to be on average about a third of the employee’s yearly salary, which equates to around $16,500 in many cases. In addition to that, it costs time and money to train new employees and then set them up with corporate devices, insurance, and any other plans they elect to sign up to.  Turnover also has the unfortunate aspect of reducing productivity due to fewer hands on deck. 

                Turnover is often easily avoidable as well.  According to the Work Institute’s 2017 Retention report, 75% of the reasons for employee turnover can be prevented, many of which can be blamed on poor management. Employees often choose to leave because of a lack of challenges, feeling underappreciated, or bored. However, they also leave due to poor communication, lack of advancement, mistreatment, or being overworked. 

                Fixing some of these problems can help increase your retention rate, and consequently decrease your turnover rate. However, understanding that the fault can fall mainly on management is key to helping improve retention. Executive coaching programs such as Ambition in Motion’s AIM insights can help your managers learn about commonly made mistakes, along with how to avoid them. AIM Insights also offers executive mastermind groups, which function similarly to Masterclasses. 

Increasing Retention Rate

                The following problems are three of the reasons that most frequently cause employees to leave, along with some suggested solutions.

1.       Unclear Job Descriptions that do not portray a position accurately
This can be rectified at the source of the problem. Have your current direct reports have a hand in designing these job position descriptions. They understand these positions the best since they work in them every day.
2.       Poor compensation
This is often difficult to fix since your company may not always be able to simply add more money to the payroll budget. However, it is important to understand how to give fair and adequate compensation. This should be given based on experience, skill, and how much you expect out of them. Do not expect someone for who you are paying the bare minimum to go above and beyond in every task you give them
3.       A Lack of career advancement opportunities
There is a certain type of employee known as a career-oriented worker. These individuals strive to gain advancement and continue working. Without any promotions or opportunities for advancement, they tend to lose interest and will look elsewhere for jobs. Do not be afraid to give more opportunities to your employees. Have faith in them.

 Better communication will also almost always help with issues related to trouble retaining employees. According to a report made by TinyPulse on employee retention in 2018, there is a 16% retention rate decrease for employees who aren’t receiving or giving feedback. 

A good 1:1 can not only give your employees feedback and a feeling of appreciation and recognition but also show you as a manager what you need to improve in order to retain your employees. Regular and honest communication will show your employees that their help is valued and that you care about their growth as a direct report as well as a person.

A good onboarding program can work wonders as well. In a survey by CareerBuilder, 9% of employees who have left their company blame it on a poor onboarding experience, and 37% of those employees say that their managers weren’t even present during the onboarding.  More details will follow about how to create an effective onboarding process, but at the very least, make it as thorough as possible for your newer direct reports, and be present and attentive at these meetings.

Through communication and improvement, you can keep your turnover rate as low as possible, and succeed in the workplace. 

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