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How the Employer Benefits From Developing Management Skills of Their Employees

How the Employer Benefits From Developing Management Skills of Their Employees

On an individual level, people that aspire to climb up the corporate ladder and eventually fall into a management role should be aiming to get an early start on developing those skills. By doing this, it will make those individuals more appealing to the companies that are looking to promote internally.

Once hired, the responsibility falls on the employer to ensure that the management skills of their employees are being developed so they are able to receive the benefits that promoting internally for management positions can bring.

A Mutually Beneficial Relationship

The act of an employer seeking to develop management skills in their employees makes way for a mutually beneficial developmental relationship. Although the employee is hired with the specific skill-set that employer is looking for, the duties and responsibilities will change for the employee over time. The employee should be expected to be able to change, learn, and adapt to their new roles as they continue their career within the company.

On the other side of things, the employee will be receiving experience and training from the employer as they learn these new skills. This enables them to continue to improve their overall skill-set as a whole. They can then use these newly learned skills to increase their production and become a more valuable asset to their company for any future position they are aiming for.

One of the ways the employer can provide this type of experience to their employees is by teaching them management skills. By developing their management skills, they will prepare them to fill future management positions within the company down the road. This is how investing in a company’s staff in the short term can benefit the employer in the long-term.

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Investing In The Employees Is An Investment In The Company

When an employer invests time developing the management skills of their employees, it is a long-term investment in themselves. It is something that will not only pay off in the short-term as it will also pay dividends in the long-term.

When it comes time to fill those upper management roles, you, as the employer, will have candidates that are already familiar with your company and have had years of experience being trained for these exact positions.

Investing In The Employees Is An Investment In The Company

    From the employee’s perspective, gaining management skills on the job provides them with a career that will not turn into a dead-end job for them. Even if they are not able to land a high position within their company, they can at least take their skills elsewhere when it comes time to advance their career. If you want to keep your best-performing employees, they have to be able to see that their future will be bright with opportunity if they stay within the company.

    The Downsides Of Not Developing Management Skills

    There are many downsides in not developing the management skills of your employees. By not doing this, you should expect to see poor leadership from your employees, you will be forced to fill management positions from outside of the company, and your staff will not feel responsible when their fellow coworkers are under-performing.

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    Poor Leadership Throughout The Office

    Teaching good leadership qualities throughout your company is the foundation of any successful business.[1] If you want to get the most out of your employees, you need not only good leadership from upper management, but you also need employees that are able to provide leadership amongst themselves.

    If you fail to pass these management skills down to your lower-level employees, it will have a negative effect on the overall efficiency in production that you see from your staff. This is how failing to develop the management skills of your employees can come back to bite you.

    The Downsides Of Not Developing Management Skills

      You Will Be Forced To Hire Outside Of The Company

      When it comes time to fill new management roles as they become available, being able to promote from within your company is the most effective way to continue your business operations without any hiccups. If you do not prepare your employees to take over these positions, you will be forced to hire outside of the company. When you do this, you will have to endure problems that will inevitably occur because of the unfamiliarity that these outsiders have with your company.

      Your Staff Won’t Take Responsibility For Others

      If one employee is slacking, they may be able to fly under the radar and avoid detection from management. When management doesn’t catch things like this, it only encourages that behavior even more. When you give more responsibility to your employees, they will be more likely to police their coworkers and ensure that this does not happen.

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      Key Areas To Focus On When Developing Management Skills

      As you teach employees the good qualities of a leader, there are the four important areas that you should focus on. These will provide a great foundation for the employee so that they will be prepared to take over their management role when the time comes.

      Expose Them To Networking Events

      Take your employees along with you in networking events. For a new employee, these events may seem intimidating. By exposing them early on, they will feel a lot more comfortable once they are left in charge to do networking themselves. Teach them how to connect with strangers and the benefits that come with networking.

      Diversify Their Experience

      Give them experience and good leadership skills outside of their skill-set.[2] A good manager should have experience in all areas of the company. Make sure they are gaining experience outside of what their specific job duties expose them to.

      Key Areas To Focus On When Developing Management Skills

        Put Them In Difficult Situations

        When they are faced with difficult situations, placing them in difficult situations will teach them how to better handle them in the future. Instead of walking them through a problem, try to guide them in the direction that will help them solve it on their own. These are valuable problem-solving skills that they will need when others start coming to them for help.

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        Mentor Them

        Allow your current management to mentor individual employees one-on-one. This will help give employees a unique look into what it takes to have this type of position. It gives them an opportunity to decide if becoming a manager is something that they want to pursue for their future.

        Final Takeaways

        The best way to prepare your company for the future is to prepare your employees to be a part of that future. Providing them with the skills they will need to advance within your company will help you retain your best-performing employees and it will set your company up to add experienced leaders to your team.

        Featured photo credit: Huffington Post via huffingtonpost.com

        Reference

        [1] https://medium.com/@anand.mishra/how-to-become-a-better-leader-workplace-dos-and-don-ts-da6b8d207ee8#.94366pvwi
        [2] https://www.behance.net/gallery/41401515/Without-These-Skills-You-CANNOT-Be-an-Effective-Leader

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        Last Updated on February 11, 2021

        Easily Misunderstood by Others? 6 Barriers You Should Overcome to Make Communication Less Frustrating

        Easily Misunderstood by Others? 6 Barriers You Should Overcome to Make Communication Less Frustrating

        How often have you said something simple, only to have the person who you said this to misunderstand it or twist the meaning completely around? Nodding your head in affirmative? Then this means that you are being unclear in your communication.

        Communication should be simple, right? It’s all about two people or more talking and explaining something to the other. The problem lies in the talking itself, somehow we end up being unclear, and our words, attitude or even the way of talking becomes a barrier in communication, most of the times unknowingly. We give you six common barriers to communication, and how to get past them; for you to actually say what you mean, and or the other person to understand it as well…

        The 6 Walls You Need to Break Down to Make Communication Effective

        Think about it this way, a simple phrase like “what do you mean” can be said in many different ways and each different way would end up “communicating” something else entirely. Scream it at the other person, and the perception would be anger. Whisper this is someone’s ear and others may take it as if you were plotting something. Say it in another language, and no one gets what you mean at all, if they don’t speak it… This is what we mean when we say that talking or saying something that’s clear in your head, many not mean that you have successfully communicated it across to your intended audience – thus what you say and how, where and why you said it – at times become barriers to communication.[1]

        Perceptual Barrier

        The moment you say something in a confrontational, sarcastic, angry or emotional tone, you have set up perceptual barriers to communication. The other person or people to whom you are trying to communicate your point get the message that you are disinterested in what you are saying and sort of turn a deaf ear. In effect, you are yelling your point across to person who might as well be deaf![2]

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        The problem: When you have a tone that’s not particularly positive, a body language that denotes your own disinterest in the situation and let your own stereotypes and misgivings enter the conversation via the way you talk and gesture, the other person perceives what you saying an entirely different manner than say if you said the same while smiling and catching their gaze.

        The solution: Start the conversation on a positive note, and don’t let what you think color your tone, gestures of body language. Maintain eye contact with your audience, and smile openly and wholeheartedly…

        Attitudinal Barrier

        Some people, if you would excuse the language, are simply badass and in general are unable to form relationships or even a common point of communication with others, due to their habit of thinking to highly or too lowly of them. They basically have an attitude problem – since they hold themselves in high esteem, they are unable to form genuine lines of communication with anyone. The same is true if they think too little of themselves as well.[3]

        The problem: If anyone at work, or even in your family, tends to roam around with a superior air – anything they say is likely to be taken by you and the others with a pinch, or even a bag of salt. Simply because whenever they talk, the first thing to come out of it is their condescending attitude. And in case there’s someone with an inferiority complex, their incessant self-pity forms barriers to communication.

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        The solution: Use simple words and an encouraging smile to communicate effectively – and stick to constructive criticism, and not criticism because you are a perfectionist. If you see someone doing a good job, let them know, and disregard the thought that you could have done it better. It’s their job so measure them by industry standards and not your own.

        Language Barrier

        This is perhaps the commonest and the most inadvertent of barriers to communication. Using big words, too much of technical jargon or even using just the wrong language at the incorrect or inopportune time can lead to a loss or misinterpretation of communication. It may have sounded right in your head and to your ears as well, but if sounded gobbledygook to the others, the purpose is lost.

        The problem: Say you are trying to explain a process to the newbies and end up using every technical word and industry jargon that you knew – your communication has failed if the newbie understood zilch. You have to, without sounding patronizing, explain things to someone in the simplest language they understand instead of the most complex that you do.

        The solution: Simplify things for the other person to understand you, and understand it well. Think about it this way: if you are trying to explain something scientific to a child, you tone it down to their thinking capacity, without “dumbing” anything down in the process.[4]

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        Emotional Barrier

        Sometimes, we hesitate in opening our mouths, for fear of putting our foot in it! Other times, our emotional state is so fragile that we keep it and our lips zipped tightly together lest we explode. This is the time that our emotions become barriers to communication.[5]

        The problem: Say you had a fight at home and are on a slow boil, muttering, in your head, about the injustice of it all. At this time, you have to give someone a dressing down over their work performance. You are likely to transfer at least part of your angst to the conversation then, and talk about unfairness in general, leaving the other person stymied about what you actually meant!

        The solution: Remove your emotions and feelings to a personal space, and talk to the other person as you normally would. Treat any phobias or fears that you have and nip them in the bud so that they don’t become a problem. And remember, no one is perfect.

        Cultural Barrier

        Sometimes, being in an ever-shrinking world means that inadvertently, rules can make cultures clash and cultural clashes can turn into barriers to communication. The idea is to make your point across without hurting anyone’s cultural or religious sentiments.

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        The problem: There are so many ways culture clashes can happen during communication and with cultural clashes; it’s not always about ethnicity. A non-smoker may have problems with smokers taking breaks; an older boss may have issues with younger staff using the Internet too much.

        The solution: Communicate only what is necessary to get the point across – and eave your personal sentiments or feelings out of it. Try to be accommodative of the other’s viewpoint, and in case you still need to work it out, do it one to one, to avoid making a spectacle of the other person’s beliefs.[6]

        Gender Barrier

        Finally, it’s about Men from Mars and Women from Venus. Sometimes, men don’t understand women and women don’t get men – and this gender gap throws barriers in communication. Women tend to take conflict to their graves, literally, while men can move on instantly. Women rely on intuition, men on logic – so inherently, gender becomes a big block in successful communication.[7]

        The problem: A male boss may inadvertently rub his female subordinates the wrong way with anti-feminism innuendoes, or even have problems with women taking too many family leaves. Similarly, women sometimes let their emotions get the better of them, something a male audience can’t relate to.

        The solution: Talk to people like people – don’t think or classify them into genders and then talk accordingly. Don’t make comments or innuendos that are gender biased – you don’t have to come across as an MCP or as a bra-burning feminist either. Keep gender out of it.

        And remember, the key to successful communication is simply being open, making eye contact and smiling intermittently. The battle is usually half won when you say what you mean in simple, straightforward words and keep your emotions out of it.

        Reference

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