10 Things Your Company's Managers Should Know -- But They Don't
1. Every manager should know the company's topmost goals, and how the manager's department fits into those goals. Who is connecting those dots for your company's managers? Typically the answer is "no one."
2. Every manager should know the basics of employment law in the country in which their team members work. If you talk to your managers about this topic, get ready to confront a monumental gap between what your managers know about employment law and what they need to know.
3. Your managers need to know what to do when they encounter employee issues that they can't solve by themselves. There are a lot of those, ranging from health emergencies and substance abuse to sexual harassment and discrimination. CEOs and their executive teams are always surprised when they are hit with claims and charges for bad things that happen in their shops, but how can they be surprised? They have never taught their managers how to avoid these problems or how to handle them once they arise.
4. Your managers should know how to handle conflict. We do not teach conflict resolution to little kids very well if we teach it at all, and when kids grow up they are unequipped to navigate conflicts.
5. Your managers need to know a lot about your company -- what its products are, who its competitors are and where the company is headed strategically. When you keep managers in the dark, you can't complain if they're not in step with your vision!
6. Your managers need to know what to do when they can't speak frankly to their own manager -- something every manager will run into more than once in their career. Who is your advocate for managers who have learned through harsh experience that their boss isn't open to hearing the truth?
7. Your managers need to know how to coach employees through performance issues and other challenges. Who is teaching your managers to coach others?
8. Your managers must know how to manage their own careers. Your company is not the only place your managers will ever work. Are you teaching your managers -- and all of your employees -- to take control of their careers, and to follow their paths?
9. Your managers have to know how to create a healthy culture in their departments. The human, vibrant culture that will bring in and keep the most talented people will not emerge by itself. You have to work at establishing and reinforcing it. Who is teaching your managers to do that?
10. Finally, your managers have to know how to tell the truth -- to customers, employees, their peers and their own managers. Who is the champion in your organization for truth-telling? If there isn't one, you can plan on hearing no truth from anyone, ever.
It is a new day. Employees and their bosses are choosing the employers that understand the difference between fear and trust, and the difference between old-fashioned management and new-millennium leadership.
Is your organization ahead of that curve -- or woefully behind? It's worth your time to find out!
Originally posted by : Forbes.com
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