Last week we discussed the importance of taking the time to focus on fostering the relationships you have with your mid-level managers via effective communication. Often the lifeline between employees and upper management, it is vital to communicate expectations and provide them with feedback regarding their performance as an individual and as part of a team and to make these types of regular interactions a priority to avoid any sense of disconnect and to encourage team cohesivity.
The benefits of this type of regular communication are numerous, but how do you communicate effectively with your subordinates? Here are some tips to help you get the most out of your managers:
Issues are bound to arise from time to time between managers and their employees and you’ll often be the “go to” your managers will turn to for guidance. When discussing these situations with your managers, take a step back and review the situation in an objective manner. Observe the situation from every perspective and angle prior to offering advice and feedback to ensure your advice is useful and constructive.
Take the Time to Listen
Don’t focus solely on providing feedback and applicable advice. Take the time to truly listen to their concerns and suggestions, particularly when it comes to managing their team. You hired them for a reason and you receiving their feedback is just as important as you giving them yours. Doing so proves to them that their efforts are valued, their hard work is appreciated, and that they are not beneath you.
Treat them as Partners
Treating your managers as equals, as partners (when appropriate) can prove to be the difference in them merely managing a group of individuals and managing an efficient, productive, and engaged team. Invest your time in your managers. When your managers feel that you truly respect them and their abilities, that you value their work as well as their worth as individuals, the results can prove to be advantageous in countless ways.