Managers are usually much more stressed than their team members as they do the work of managing as well as fulfilling their operational tasks. Companies need to pay attention to ensure their managers are supported.
“To succeed in business, you need a high-performing team that collaborates, innovates, shares the organisation’s vision and drives the company towards its goals. The challenge is ensuring the leadership team nurtures a performance culture without worrying about long working hours, burning out and losing work-life balance,” says Michael Gullan, CEO of G&G Advocacy, an eLearning consultancy.
He advises:
- Foster a culture of open and safe communication, so all employees are able to express their concerns without worrying that they will be penalised;
- When employees have the skills and permission to communicate, there is less pressure on managers as issues are dealt with timeously and with minimal drama;
- Employees should also identify strengths and work on improving on areas where they are weak, this can improve productivity;
- Employee-driven learning allows people to feel in control of the process, resulting in a more accountable culture, which is good news for managers, who will need to do less micromanaging; and
- Organisations can encourage their people to take ownership of their performance, which means managers may find it easier to strike the elusive work-life balance.
Margaret Harris
