Bad management has also been the reason some good workers will leave their jobs for a less paying jobs if it offers a less stressful environment, and an escape from what they perceive as toxic management. The desire to work in a toxic and stress free zone outweighs their desire to make more money. A few associates I know personally left their jobs for less pay or with no job offer at all. It may sound crazy but they felt it was necessary for their sanity and future career. One colleague in particular I know accepted a part-time job over staying at their previous job with a full-time salary and benefits. When I asked her why she would leave for reduced pay, she replied she could no longer deal with management and the stressful work environment. The fact that she would make a move like this shed light on the significance of the role of a good manager.
Over the years, I’ve observed many good or I should say great people including myself become demotivated as a result of bad management. Some may argue that the statement “bad management” is only based on someone’s perception or perhaps their own experience. However, it is important that management strongly consider the statement as valid when there appears to be a consensus among employees regarding a manager’s repulsive behavior and when turn-over is rapidly increasing.
Below is one of the character traits I will discuss in this series a manager or executive should possess that employees look for in leadership to help keep them motivated and aligned with the company’s goals. My thoughts derive from my 30 plus years of experience working with and observing diverse managers in the corporate, educational and social services sectors coupled with my years of managerial experience.
I strongly encourage managers that want to build a strong, committed team to consider these leadership qualities that can help you build a thriving team, subsequently reach your organization’s desired outcome.
Good Managers lead with integrity
Integrity is defined as the quality of being honest and having strong moral principles; moral uprightness. (virtue, decency, fairness, sincerity, truthfulness, trustworthiness);
A Good Manager leading with integrity is more than just being honest or trustworthy in fulfilling a role in contributing skills and expertise as a manager over people, policy and processes. It is more than just exuding integrity in how well one works with partners, grow the business or handle clients/customers’ accounts ethically. Leading with integrity from my perspective is more about how managers treat and lead their employees, which are the most valuable resources.
Sadly to say many managers don’t understand the impact that managing and interacting with their staff properly and with integrity has on the overall success of the company. If managers want to get the best work and contribution out of their people they need to lead by example – they must contribute the effort they expect from their team. They must work with a sense of decency and fairness - being the kind of person who staff can look to for their own professional development and growth. Managers that want great people who contribute great work have to be great managers. This does not mean perfection. But a Good Manager should always strive to become better.
Managers that lead with integrity are fair and not arrogant – there are no big I’s and little U’s – Employees that are made to feel small or made to feel like their work or contribution is insignificant to the success of the organization or program, are usually demotivated and less likely to put forth the effort to support and advance the organization’s end goal.
Additionally, managers have to have morals and walk and behave uprightly – your team needs to know that they can trust what you say is what you mean and that you are not double-minded and a double-talker especially to show off in front of clients, other managers, and executives.
Finally to lead with integrity is to lead with sincerity and honesty. Be sincere and honest when it comes to your intentions toward your employees and what you can do for them or not do for them. If you can’t promote them or advance their role, be honest or find some small way to compensate them in addition to their salary – you can offer to pay for a special job related course to increase their knowledge, include them in more strategic decision making, or get them some assistance or even consider offering them a day off.
Also don’t be dishonest lie about your inability to give them a raise, especially when you are giving other staff raises. Co-workers talk and share information even when you tell them not to. Also don’t keep good employees stuck in a role with false promises just to keep them on the team because you need them. It is simply not good behavior.
Finally if an employee is not doing well in his/her role, help him/her and let the employee know from a place of concern – be careful not to be condescending. Also don’t sabotage their reputation as a worker or gossip about it. Choose rather to help them in determining ways they can improve or prioritize. Or consider getting them some assistance or repositioning their role if possible. Letting them fail and subsequently firing them should be the last option. Nevertheless, if the only option is to let the employee go let the approach to firing them be done tactfully remembering it could be you. A manager leading with integrity is always mindful of how they handle people in any given situation.
My Thoughts - Think about it.
Stay tuned for more