Friday, May 17 2019

Why Some Managers Succeed and Some Fail

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 Post 7


As a manager, you are responsible for your team’s success. You need to take active steps to keep your employees engaged and help them thrive, and that requires more than just delegating tasks.

While there are many ways to enhance engagement, certain points are more critical than others. If you want to make sure you succeed as a manager, here are four areas that deserve your attention.


When it comes to employee engagement, trust is one of the most important factors. A study determined that a 10 percent increase in the level of trust between a manager and their team had the same positive impact on engagement as a 36 percent increase in salary, showcasing just how vital trust truly is.

Managers can build trust through transparency, recognition, and even providing their employees with more autonomy. In contrast, micromanaging, taking credit for the work of your team, or failing to provide them with information that is relevant to their role can harm trust in these relationships.



Treating your employees fairly is a necessity if you want to improve engagement. Playing favorites might allow your best and brightest to shine, but it can be disheartening to other members of your team, causing their performance to fall further.

Ideally, you want to take your workers’ feelings into consideration. Give your staff members opportunities to discuss their views on how they are being treated and make equity a priority, both when it comes to opportunities and how they are compensated for their contributions.



Feedback is vital for both performance management and growth. Constructive criticism doesn’t just tell a worker what isn’t meeting expectations; it also gives clear direction regarding how they can improve. When feedback is purely negative, providing no other insights into how the employee can remedy the situation, engagement will fall, and workers will continue to struggle.

However, feedback also needs to be a two-way street. Employees need to have the ability to express their concerns and have their perspective heard. This creates an environment where openness is valued, allowing the overall culture also to be more positive.


Professional Development

Most professionals aren’t at the end of their careers. As a result, being able to learn and grow on the job are often priorities. When a manager doesn’t make professional development opportunities accessible, many skilled employees will seek out positions elsewhere, allowing them to keep their career moving forward. In contrast, managers that make professional development a critical part of the culture will often see better retention rates.


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Ultimately, managers who follow the tips above are more likely to succeed, while those who fail to meet their employees’ expectations will see engagement fall and turnover rise. If you would like to learn more, the skilled professionals at The Armada Group can help. Contact us to speak with a member of our knowledgeable team today and see how our employee engagement expertise can benefit you.