Welcome to the final post in our workplace toxicity series! As we’ve shared, culture is an essential driver of business success and one of the top factors [1] contributing to an organization’s capacity to attract and retain exceptional talent. This week, I’ll explore the role managers play in elevating positivity and productivity within their companies.
If you missed our previous blogs in this series, be sure to take a look at our posts for executives here [2] and HR here [3].
People leaders are integral to the entire employee experience. Through their day-to-day influence, they have the opportunity to infuse purpose, appreciation and respect into every interaction with their direct reports and, in effect, motivate and inspire them to achieve incredible outcomes. To cultivate an engaging climate, I recommend supervisors focus on four priorities.
#1 – Spot and Reset Unhealthy Behaviors
Managers are often on the front lines when it comes to observing positive and adverse behaviors within their teams and across departments. It’s important that they pay attention to the ways personnel interact with one another so they can proactively recognize signs of toxicity like persistent negativity, gossip or bullying.
Once identified, managers can then take action to address the behaviors and provide coaching to reset expectations. Stepping in through one-on-one conversations or conflict resolution meetings will allow people leaders to mitigate challenges quickly and ensure that employees recognize the importance of collaborating productively.
I also suggest that supervisors outline norms to create the foundation for group effectiveness [4]. By determining clear guidelines, staff will understand how they are expected to engage with one another, which sets everyone up for success.
#2 – Invite Open Communication and Feedback
Two-way communication is essential. Personnel in unhealthy environments often feel uncomfortable speaking up about their concerns. Even in a strong culture, some of your teammates may still hesitate to share feedback if the ways the company collect input aren’t aligned with their preferences.
To accommodate, establish multiple channels for feedback, including regular check-in meetings, anonymous polls, idea boxes and an open-door policy. Routinely gathering thoughts from your staff will help uncover potential issues before they escalate and demonstrate that bosses value the opinions of their direct reports, promoting a sense of trust and mutual respect.
Organizations may make this process even more effective by training managers to amplify their communication skills [5]. When supervisors engage in active listening and improve the way they deliver and receive constructive feedback, they will better understand their team members’ needs and find ways to optimize the employee experience.
#3 – Promote Well-being
Burnout is not only challenging for the staff members experiencing it. It’s also a drain on overall productivity and morale [6]. Managers can support workers by advocating for policies that enhance work-life balance, including flexible hours, remote work options and adequate vacation time.
People leaders may help their direct reports stay engaged and connected to their roles by promoting wellness programs, endorsing mental health resources and having consistent check-in’s to balance the workloads of individuals and reinforce the impact they are making through their efforts.
Another important element of well-being involves the relationships between coworkers. 69.5% of personnel [7] report that they’d be happier at work if they had stronger connections with their colleagues. By making time for team building through meetings, volunteering or social activities, supervisors will boost engagement and cultivate a more favorable culture.
#4 – Implement Continuous Learning and Development Opportunities
Multiple studies have shown the impact training has on turnover [8]. Research reveals that investing in the growth of the workforce is a vital part of employee engagement, and as LinkedIn has shown, companies that champion career development tend to outperform those with less robust offerings [9].
Encourage active participation in development programs, workshops and continuing education courses to motivate personnel. People leaders can also set aside budget and reserve work time for learning to empower individuals to grow and feel more committed to their jobs.
Beyond structured training, schedule big-picture conversations with employees to understand and track the progress of their development goals. To further advance direct reports’ career paths, supervisors can identify on-the-job learning opportunities that will allow them to continue building their skillsets and advance toward their desired futures.
Managers have the potential to transform the workplace experience of their staff members. Giving them the tools and autonomy to support their people will stimulate a more energizing, motivating team atmosphere. Then, when organizations combine the efforts of Human Resources [3], leadership [2] and supervisors, they will be well on their way toward addressing existing climate challenges and reinvigorating their culture so employees and the business excel.
Interested in more tips to strengthen your work environment? Download our eBook, 8 Essentials of a Healthy Work Culture!
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