Important Considerations When Choosing Managers to Lead Your Employees

Naperville business lawyersWhen you own a business that relies on a staff of employees, you need someone to manage the staff. Depending on the size of your business, your hours of operation, and other factors, you might be able to fulfill the role of manager yourself, but this option is simply not feasible in many situations. This means you will most likely need to select one or more individuals who are capable of keeping your business running properly and leading your team on your behalf.

While this might sound easy enough, recent research by Gallup indicates that companies fail to select managerial candidates with the right talent for the job approximately 82 percent of the time. The failure to select the right managers cost companies billions of dollars per year, and bad management can tear your company apart from the inside. With this in mind, let’s look at some important things you should keep in mind when choosing managers for your business:

Choose Leaders, Not Bosses

In the business world, a boss and a leader might seem to be the same, but there are some important distinctions. A boss can make employees do things while a leader can make employees want to do things. Both bosses and leaders have the power to make decisions and the authority to enforce them, but a boss-style manager can misuse this power and authority in ways that turn your employees off, such as barking order or instructions, setting unreasonable goals, and sitting and waiting for the employees to get results.

Leaders, on the other hand, also have strong character and the ability to motivate and guide people in positive ways. They tend to inspire and empower employees, as they lead by example. Strong leaders are willing to work just as hard, if not harder, as their employees while working alongside them to get the job done.

Assertiveness and Accountability

In addition to the ability to inspire and motivate a team, a good manager should also possess a level of assertiveness. Things will not always run completely smoothly in your business, which means that your managers will need to stand strong and continue to drive outcomes, even in the face of resistance or adversity. Such adversity might include market fluctuations or pressures, problems with difficult customers, or employees who are not living up to your company’s expectations.

The right manager will also lead by example in the area of accountability. If he or she promises something, the promise is kept. If a manager makes a mistake, he or she owns it and finds ways to make up for it. By being accountable, your manager can foster increased levels of accountability throughout your staff and your company as a whole.

Incentivizing Your Managers

While you need your managers to lead your team, you will need to be the leader when it comes to keeping your managers happy and invested. Sure, managers should be motivated, assertive, and accountable, but what keeps them that way? It is up to you to figure out what drives your managers and to meet their needs as both part of your company and people in general. Your compensation packages should include industry-competitive wages, as well as paid time off and other benefits, so that your managers can stay focused on the job instead of worrying about making ends meet. You might also consider achievable bonuses for hitting reasonable goals, developing new ideas, and more.

Most importantly, however, you should take the time to talk with your managers and express your appreciation for what they bring to your company. Recognize their hard work, and find ways to make them feel truly respected and appreciated.

Call Us for Help

If you are having trouble finding the right managers for your business, one of our experienced Naperville business attorneys can provide guidance. We will help you analyze your company’s needs and assist you in selecting the best people to keep your company moving in the right direction. Call 630-756-1160 to set up a consultation at the Gierach Law Firm today.

Sources:

Gallup

Zippia

GlassDoor

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