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Train Managers to Be Better Employee Advocates

Matt Luman November 13, 2017 0

Train Managers

When you look at how to get direct reports to perform better and increase productivity, there are many statistics out there to look to. In general, managers may find that their efforts to get the best results from team members may actually make the problem worse. A lot depends on how you structure work and communicate the expectations for each employee. Organizations as a whole can also create stress, sometimes unintentionally, for their employees through outdated policies and practices.

To help retain employees and increase satisfaction, companies must train their managers to be better employee advocates. You might be surprised, for example, to learn from the Canadian Centre for Management Development that 41 percent of women postponed having a child in the public sector because of work or they simply chose not to have a child at all. This is a statistic that should make us stop and think about how workplace well-being impacts personal well-being.

What Managers Do. There’s a general tendency for managers to overload workers with more work. This is a catch 22 because employees who work harder will be expected to do more in their on-the-clock time. Their increasing workload could cause them additional stress. When their managers try to give them more tasks, high performers may actually feel less motivated and want to have a workload more like colleagues who aren’t recognized as high performers. Consider how workplace well-being is optimum when your employees are engaged with their work and generally feel happy, safe, and motivated to work. They will give you more with a better work/life balance.

Provide for employee learning and development. 
Each employee has his or her own needs for feeling prepared to complete assigned duties and tasks. If you are always asking employees to work and not giving them time to train or expand their knowledge, they will have too much stress. Seek a balance between training time and active working time.

Provide for flexible scheduling where possible. Some people have family and personal demands that make it difficult to work an exact business 8-to-5 style work week. However, if you could adjust their shifts, either to a shorter workweek or to arrive earlier or later or work weekends or even telecommute, they might be able to balance their personal obligations with work better.

Ensure tolerance for different learning styles, beliefs, and personalities. You can’t expect employees to all fit into one mold. If you can manage diversity well, you will get different ideas on your team that could potentially benefit everyone. This requires maintaining employee relations and expecting everyone to be professional and respectful.

Allow for benefit programs that encourage employees to be healthy. Some employers do things like pay for gym memberships, and others focus more on providing events such as on-site workout programs and employee fitness challenges.

Require safety and sensitivity training. Sometimes, managers also make employees’ lives more difficult by exhibiting patterns of communication and treatment of subordinates that do not make them feel safe or valued by the organization. With this kind of training, managers can do better at managing diversity and maintaining a safe workplace.

Help your managers better coordinate and facilitate employee performance and alleviate unnecessary sources of stress in general industry and construction industry organizations through workforce compliance online training. Each manager has a huge impact on an employee’s mental and physical health because of the nature of his or her supervisory role. Ensure that managers are balancing the organization’s needs with the signs that individuals are able to handle their jobs and to maintain their well-being at an acceptable level.

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