Companies spend a lot of time and money training managers on their day-to-day responsibilities, with the focus being on the end result and the goals they need to hit.
In turn, they believe that this type of development supports managers to build the trust necessary to accomplish their goals.
Unfortunately, trust is not built by just crossing your “T’s” and dotting your “I’s”. Successful organizations know they need their managers to cultivate relationships on behalf of the company by building trust with the employees, other colleagues, and the customers.
So how do your managers build that necessary level of trust so that those relationships become the workhorses for your organization?
By having conversations that are open, authentic, and keep the health of the relationship in mind.
Managers have to remember every interaction matters. There is no such thing as a trivial comment.
If a company isn’t experiencing the overall success it wants, perhaps it’s time to look at the bigger picture. Go beyond the symptoms of the problem and look at the root cause.
No doubt hitting metrics is an important part of the job, and the only way for a company to hit those metrics is with an engaged and thriving workforce.
This requires the organization to ask itself: Has management built trust among the employees? Are people engaged and collaborating with one another? Is there rapport among managers? Are your customers benefiting from the relationships established within your organization?
If the answer is no, it’s time to evaluate how you move forward.
Now it's time to ask: Are we providing our managers with all the skills necessary to get the results we need?
Bottom line, effective organizations support manager’s by providing development that helps them learn how to have authentic and open conversations and puts an emphasis on the human management side of their jobs.