The Workplace Coach

The Gallup Organization, a global analytics and advisory company, conducts extensive research on employee engagement and organizational performance. Their findings, based on over 10 million interviews with managers and employees, highlight 12 Elements of Great Managing for engagement and high performance. Consistently, employees worldwide have conveyed a clear message:

“If you do these things for us, we will do what the company needs of us”.

Last week we took a look at the first element which was setting clear expectations. The second key element of being a great manager is ensuring your team has the necessary tools, resources, and systems to excel. Assuming you’ve already addressed the first element,  imagine the frustration your team would feel if they were all fired up and clear about what is required, only to find that they don’t have access to the resources they need to meet those expectations.

Creating a work environment where employees are equipped for success establishes a strong psychological contract between employer and employee. Teams that are resourced appropriately will consistently demonstrate better performance and lower attrition rates.

It is important to understand however that this second element extends beyond merely resourcing your team.  Here are three additional things that, as the manager, you may want to think about to really get your team humming.

1. Alignment, efficiency and integration: Many organisations require employees to use specific business systems, tools, and processes, yet often there is a lack integration between them. Identify inefficiencies, encourage your team to voice their concerns, and proactively address these issues. Inefficient processes can demotivate employees as much as having no process at all.
2. Pushing for better: Highly engaged teams often have managers who advocate for better tools and resources. While some teams make do with standard, often outdated equipment, engaged teams benefit from managers who actively seek to provide them with superior resources, even if they require higher investment.
3. Offering choices: Whenever possible, provide your team with options regarding their daily tools. Small accommodations, like allowing choice between devices or approving modifications to standard software, help demonstrate the value you hold for individual employees and their contributions.  

It may be the case that you will need to seek permission or additional budget to address some of these second element issues.  Even if you don’t get what you ask for, the act of asking for it in the first place sends a strong message of support to your team.

As the manager, it is your responsibility is to ensure your team have what they need to deliver their best work. This includes providing appropriate equipment, efficient systems, acknowledging personal preferences and making individual adjustments to show you are listening to their needs and that you care.

For further information on this topic, or any other related to people management, feel free to reach out.  We’re here to help. 

The Workplace Coach.