Time and time again, research has proven that the single most effective step you can take to improve company culture is to invest in your managers—those who are skilled, trained and committed to growing your business. If the managers you employ don’t fit this description, you could very well be on a sinking ship without even knowing it. Their influence and demeanor will trickle down to every team member they come in contact with. You’ve heard it before … People don’t work for companies; they work for managers. And they don’t quit working for companies .. they quit working for managers!
How does a company such as Google operate with employees who are performing 5-18% higher than their peers? It’s all a direct result of their managers’ performance. Such standards should be looked at as the new rule of thumb in the business world. Here are a few key steps you can take to build your own highly coveted team of managers.
1. Recruit & Train with Higher Standards
There are two commonly used recruiting strategies that most businesses employ: hire the best or train the average. Yet, according to the Corporate Executive Board, the average company pays $1,050 for hiring and training with no guarantee of future performance. Many end up costing the company money in delayed production and eventually lead to a higher turnover. In order to identify if the manager’s performance will live up to company standards, it’s important to explain these standards up front and hire only those who will live up to them.
2. Make Sure Responsibility is Understood
While it’s important not to put too much pressure on a new manager, it is vital that they have a clear understanding of their responsibilities. Expectations should be set immediately, rather than after a few weeks on the job. First and foremost, it will let you know if you hired the right candidate, based on their handling of the situation. More importantly, it will give you a chance to see them in action.
3. Provide the Right Tools
By offering managers the tools they need to succeed, you’re giving them a crucial advantage before their feet even hit the floor. That’s because even the very best managers cannot win if they do not have the full support of their organization.
Here are three lists we find to be very useful in finding the right tools to work for your company’s environment:
- CAShort’s 35 Ways to Influence Corporate Culture & Increase Your Bottom Line
- Brené Brown’s Engaged Feedback Checklist for Managers
- Gallup’s Study on Four Things Employees Want From Their Managers
By employing these three rules, your managing force will be better equipped to meet and exceed your company’s needs.