Industry managers and leadership team members are still feeling the lingering effects of the COVID-19 pandemic, inflation and staffing shortages. These factors, among others, fostered heightened levels of stress and strain for the heads of businesses and companies across the nation.
One recent report, The State of the Manager 2021, co-sponsored by Glint and LinkedIn Learning, reports manager burnout increased 78% between Q1 and Q4 of 2020.
To battle the increased tension during this time, here are three ways to support other leadership team members and managers at your organization.
Perhaps the best way to combat the feeling of burnout is to be more motivated in completing everyday tasks at work. Of course, this is easier said than put into practice for most — especially considering the current climate.
In The State of the Manager 2021, 41% of managers said doing challenging work that matches their own skills is the most important factor regarding their work needs. Another 35% said feeling trusted to make work-related decisions is the most vital.
Those two options received overwhelming support compared to other answers. Glint contributor Anne McSilver said that’s most likely because both factors support autonomy and are tied to an organization’s larger purpose.
“Candid feedback leads to learning opportunities and actions to improve, creating a virtuous circle for both individuals and organizations to level up,” said McSilver.
Communication is key in maintaining healthy relationships, and that goes for providing motivation as well. The drive of others will increase if trusts exist to complete tasks accurate with their workload and skillsets.
Confusion can be a poison in any organization if team leaders are not on the same page. If goals and expectations aren’t clearly stated across leadership, then the rest of your company will have confusion.
Transparency is even more vital if employees are still working remotely and if an organization’s structure fundamentally changed due to the pandemic. Thankfully, sheer effort and a willingness to be open are the solutions to combatting a lack of clarity.
Routine roundtable discussions amongst managers, daily company news email updates and in-person check-ins with employees are easy strategies to ensure transparency. But transparency only truly works if cultivated from the top of organizations.
“In order for change to happen, senior leaders need to be role models for their organizations,” said Glint contributor Samantha Riley. “By role modeling new behaviors, senior leaders can help combat overwhelming workload challenges as well as the burnout that comes with it. “
It’s 2022. Technology is still improving by leaps and bounds. There are a multitude of resources available at your disposal that can help create transparency and motivation amongst a leadership unit.
Creating avenues where employees can provide feedback to managers on different aspects of the company can help improve overall work performance. McSilver said the use of Microsoft Viva Insights is one way to help your organization to “reimagine the company experience.”
The platform uses anonymous feedback from your organization to accurately identify where teams may be struggling, proactively adjust work norms and measure the impact of change over time.
Also, using communication software such as Slack or Flock can help streamline tasks quicker between your staff. Failure to adapt to how quickly technology is advancing could leave your organization behind others who operate more efficiently. Sure, some software may come with a price tag. But if the use of better technology creates better a leadership team, then the results will be priceless.
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