Community//

6 Simple Things Every Employee Expects From the Management

Employees are quitting jobs because of management issues. Don't lose yours.

Simple Things Every Employee Expects From the Management

Half of the people who quit their job decide to do so because of the management issues, even if they are fully satisfied with their salary and love the job they are doing.

Just how widespread this problem is can be acknowledged from a recent Gallups survey, claiming that companies fail to choose the right candidate for the management role in 82 percent of the time, causing great financial loses as well as much higher employee turnover rates.

One in ten employees has the talent to lead, but most often, it is not the manager.

Poor management does not meet the engagement needs of employees and causes great damage to the company performance, as well as the performance of internal teams and each and every employee.

The only way to prevent such failures is by actually listening to what the employees have to say.

And implementing their needs and expectation into your own company’s manager selection procedures.

So what are the expectations most people have of their managers?

1. Cultivate good communication

Communication is a two-way street, even when it comes to management, and when the road is rocky, damages occur.

On the other hand, when built on mutual respect and trust, good communication is in any given context a firm foundation of a meaningful relationship.

Employees want to be given a chance to give their input or feedback, as they feel more involved.

They crave collaboration, and if they are being shut out, they will become disengaged, dissatisfied and leave.

2. Praise not a raise

According to Entrepreneur, 65 percent of employees would be happier at work if their manager gave them recognition for their work. As only 35 percent would opt for a raise instead.

Praise and recognition are indeed one of the most important motivators and determinators of employees’ engagement.

Instead of giving feedback only to criticize, to make your employees happy at work and thus more motivated, you need to acknowledge their work efforts and achievements whenever you can, and to do so in team meetings.

3. Focus on strengths

Best employees want their managers to be able to be their mentors and give them some additional support, as well as help them in reaching their career goals.

They want to be able to grow, and the only way to do so is if their individuality is appreciated.

Thus making focusing on employees’ strengths and not their weaknesses one of the main characteristics of good management.

Being able to develop our strengths – inborn patterns of behavior, feeling and thinking is crucial for both our personal and professional growth and productivity.

4. Value work-life balance

Apart from valuing their work performance, employees want their managers to value their life, and support them in maintaining their work-life balance.  

To be able to do so, managers need to be able to understand that there must be a balance between the company’s needs and the needs of employees and support their workers in their efforts to achieve it.

The best way to do it is by setting a good example, taking good care of their own well-being and leaving enough of their time and energy for other things that matter.

5. Don’t ignore conflicts

Conflicts are a part of our workplace reality, and when they happen, the worst thing a manager can do is simply ignore them.

Existing conflict not only influences involved parties, but it also creates a negative atmosphere in the office, causing your other employees to suffer too.

As effects on human relations and productivity of the team are significant, employees expect their managers to actively take part in finding a solution before the conflict builds and takes its toll.

6. Don’t micromanage

Employees need a certain level of decision-making authority, as well as their autonomy to choose how and when they will work on their tasks.

They hate being micromanaged, as this style of management implies a lot of things. Such as the possibility that their manager doesn’t have faith in employees, doesn’t trust them, or craves control. This is a message no one wants to receive.

In the atmosphere where every step and every idea is being scrutinized, and every decision has to involve the manager, overstressed employees simply disengage, while creativity and innovation are being put on hold.

Originally published on Ideas Plus Business here.

The Thrive Global Community welcomes voices from many spheres. We publish pieces written by outside contributors with a wide range of opinions, which don’t necessarily reflect our own. Learn more or join us as a community member!
Share your comments below. Please read our commenting guidelines before posting. If you have a concern about a comment, report it here.

You might also like...

Community//

Standards vs Expectations: Why you need to know the difference in the workplace

by Valeed Rehman
Community//

Why is Employee Goal Management Necessary?

by Dhanya Raghavan
Community//

How to create a fantastic work culture: “Awareness: Both in ensuring that you are the right person for the job and that you have the tools to do your job.” with Kevin G. Armstrong and Chaya Weiner

by Yitzi Weiner at Authority Magazine

Sign up for the Thrive Global newsletter

Will be used in accordance with our privacy policy.

Thrive Global
People look for retreats for themselves, in the country, by the coast, or in the hills . . . There is nowhere that a person can find a more peaceful and trouble-free retreat than in his own mind. . . . So constantly give yourself this retreat, and renew yourself.

- MARCUS AURELIUS

We use cookies on our site to give you the best experience possible. By continuing to browse the site, you agree to this use. For more information on how we use cookies, see our Privacy Policy.