Important Competencies for Managers

According to business editor, Paul Michelman, many workers prefer to stay with their current employer if their manager presents them with opportunities to grow, develop their skills and position themselves to move forward in their careers. You can provide these opportunities by learning as much as you can about your employees. Ask questions like “What kinds of things do you want next in your career?” Let your best people know that you value them, count on them and want to reward them in as many ways possible.

Important competencies for managers:

  • Relationship building, which involves assimilating new hires into your company’s culture
  • Trust building- demonstrating your credibility, taking pride in your employees,
    treating them with respect and fairness and fostering a sense of team identity
  • Skill building- enabling employees to continually polish their existing abilities and acquire new ones
  • Organization brand building- enhancing your company’s image in the minds of your direct reports

Whose Job is Employee Satisfaction? According to business editor, Angela Herrin, performance reviews are the key to job satisfaction. She believes too many managers use performance reviews only to set expectations and goals. Yet, these meetings offer valuable opportunities for managers to engage top performers in their work- by praising good performance and listening closely to their employee’s concerns. Use review sessions to discuss what workers want and need, and you can nip dissatisfaction in the bud and turn thoughts of defection into feelings of loyalty.

It is important to encourage employees to be as specific as possible about the sources of their dissatisfaction. If a worker asks for more money, be aware that such requests more often represent a hunger for appreciation, dignity and respect. In such cases, invite the employee to make a list of what appreciation would look like on the job.

Skillful coaching improves retention because it’s an interactive process through which you help your employees define and achieve their professional aspirations. And workers who achieve their career goals are more likely to stay with their employer.

It’s not enough to merely hang on to talented workers; you also need to seize advantage of the unique knowledge, ideas and skills they bring to your workplace. When people see their talents being put to use in their organization, they feel appreciated. That, in turn, engenders commitment to the organization.



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