How Unsupported Staff leads to Company-wide Issues
People leave managers, not companies. We’ve all heard that phrase before – and may have even lived it. The numbers back this up: 86% of employee satisfaction stems from their relationship with their manager. So, managers are extremely important to their team, and the company as a whole.
So, why are only 18% of managers well-equipped to manage others?
On Season 5 episode 12, host Jennifer Ayres discusses the need to support management and how.
The Management Myth
Oftentimes, the position of manager is filled by a promoted employee. This makes the most sense, as promoting from within reduces the cost of hiring and onboarding a new employee. Additionally, an outside candidate needs time to learn the ins and outs of the team and office, whereas a current employee already has an understanding.
However, because of this, new managers can be thrown into the deep end right away without swimming lessons. According to Yahoo!Life, 61% of leaders have more responsibilities now than pre-pandemic.
There persists this myth – that experienced employees know how to manage because they know the team, the work, and the company. However, managing others requires different skill sets, problem solving and creativity.
The key word is different. When an employee is promoted to a managerial position, they’re not doing more of the same – they’re switching lanes.
This thinking is where the problems begin.
According to a study by West Monroe Partners, 59% of managers who oversee 1-2 people receive no training at all. For those who manage 3-5 workers, that number sits around 41%. Those who do receive training often do so in their 40s – 10 years into managerial work.
The WMP study found that as a result, 42% of new managers mimic their previous managers when it comes to doing their job.
It is not that most people are incapable of managing, but rather that management has not been a formalized skill. This can have adverse effects on the manager and the team.
With a new position should come new training. However, managers could also benefit from more support as well.
Managing the Workload
Many new managers may continue their previous workload while adding additional efforts. In fact, managers often take on a large amount of administrative work. The WMP study found that 36% of respondents spend 3-4 hours a day on admin tasks.
As a result, almost half of managers feel overwhelmed by their work. According to Vantage Circle, 18% of middle managers struggle with chronic depression, and almost 50% take their work home with them or work overtime.
However, managers should be invested in just as much as those they oversee. According to a study by Vanderbilt University, middle managers tend to be as effective as the leaders above them. Investing in your managers benefits them, their workers, and the company as a whole.
There are several ways this can be accomplished. In addition to upfront training, managers would benefit from automation platforms that can help send reminders to both employees and clients. Sites like Calendly streamline the process of booking meetings, while other services can take notes, send forms and more.
Middle managers are just as valuable as other leaders. In fact, managers are often the liaison between the workers and upper-management, and their ability to do their work well can impact the productivity of the entire company.
The goal here is to alleviate some of the burdens managers face so that they can focus on doing what they are meant to do: managing people.
If you’d like to learn more how you can support your managers, check out this week’s episode of the Survive and Thrive Podcast.