Back in the UK we find that managers are frequently avoiding dealing with difficult issues and failing to support staff who are being bullied or who are underperforming. This is leading to high levels of stress, low morale, irritability and more frequent outbursts of anger or tears.
The more enlightened organisations realise that during times of uncertainty people need even more support from their managers and will train their managers accordingly in communication, coaching and listening skills to enable them to better support their people.
Sadly there are also the less enlightened companies who will only look at the cost aspect and cut training budgets. They then risk their staff becoming more and more demotivated, stressed and depressed and eventually the employees often end up taking time off sick as a result, costing the company time and money in terms of temporary staff and more recruitment costs.
Middle managers in particular need the confidence, communication skills and self esteem to deal with difficult issues, deliver difficult messages and when necessary despatch the difficult people!
The more managers can support, recognise and reward their people and deal with these difficulties promptly and efficiently, the better those people will perform. This ultimately results in better profitability for the company.
When the upturn comes these companies will have many benefits to outperform the competition. They will have:
* a sound base of competent and skilled managers
* retained the best people in a positive state of wellbeing
* a better performing team all round.
For information about training programmes for middle managers visit
www.karenkimberley.co.uk for a new perspective on engaging your people.
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After a mammoth trip with over 10,000 miles by road, sea and air I successfully completed my research for the Winston Churchill Memorial Trust. Arriving on National Volunteer Day in Sydney, I was lucky enough to be a VIP guest of the 'Centre for Volunteering' at their annual conference.
