In part one of this two-part series, we took the opportunity to discuss the services of our HR consulting firm, Hutchison Group. Specifically, we highlighted the importance of an organization’s supervisors setting the tone of success for the entire company. The long and short of it is that your managers determine the performance, productivity, and initiative of your workforce.

But it’s no secret that supervisors need to be good at what they do. The crux of the issue, however, is about identifying traits and practices of successful managers and being able to apply them to your specific company. In the same way, it’s also about determining what poor supervisors tend to do — and then quite obviously not emulating them!

Best Practices For Managers To Employ

The above brings us to where we left off in part one. We addressed how vital hiring well is to the success of an organization from both a cultural and competency-minded perspective. The rule to remember here is that hiring well often covers a multitude of errors simply because having the right kind of driven, capable, and cooperative people installed will go a long way in making your business sustainable. Below, we continue the discussion of what it is that makes successful managers successful!

Healthy, Open Communication

A functional, efficient workforce is one that holds open communication in high regard. Many of us would already identify an employee’s feeling at liberty to candidly share feedback is paramount to them feeling valued, but we’d argue that there is much more to healthy communication than that.

From a day-to-day perspective, a quality manager understands that open communication not only improves the morale of his employees, but it also improves the general efficiency of productivity as well. The reasoning behind this is simple; if your staff feels like they have a voice, they’ll take ownership in optimizing processes and achieving goals. The more your workforce “buys in,” the more they will contribute to the long-term success of your organization.

Positive Feedback

Did you know that research shows that positive recognition is more often than not a more powerful motivating factor than money? And while we would certainly recommend keeping in mind that there is a time and place for providing feedback (both good and bad), this tip is an easy one to employ! Don’t hold back on showing your staff some love from time to time. Recognize initiative and effort for what it is — a very good thing!

Consistency

The tip we’ll leave you with is one that is perfectly applicable in virtually any situation, whether you are a supervisor or not; be consistent. The topic might be employee disciplinary measures or perhaps even office humor. Regardless, our 30+ years of experience has taught us that there aren’t too many better ways to antagonize your entire workforce than being inconsistent with your expectations and standards.

And while no one is perfect and everyone experiences mood changes from time to time, our point is that it’s vital to be mindful of how you are perceived.

Utilize Our Management Consulting Services!

If you’ve been looking for high-quality employee relations consultants, look no further than Hutchison Group. We offer a host of practical services that are tailored to your organization’s unique needs and areas of opportunity, including employee relations training for managers! Contact us today to learn more!