When Managers Dare to Care
It is well known the role of the manager has been evolving over the past few years. Managers have always been responsible for achieving goals, fostering teamwork, and managing priorities, but Conversate Labs has found that many managers describe themselves much differently. Taking on more roles during the pandemic like problem solvers, therapists, strategists, and much more, all while leading virtual teams, the role can seem like a daunting task. So we thought we would ask, “What do employees want from their managers in 2023?”
Conversate Labs talked with dozens of professionals across the country about their manager relationships. If we think back to conversations earlier this year, workers were much more critical of their managers, often left wanting “more support”, “more listening”, and “empathy”. Workers also asked for “realistic expectations” during uncertain times. For example, we heard stories like the following:
A Project Manager described having to work weekends and it was expected for her to be “perfect” and “always available” even outside of normal working hour.
An HR Manager felt unsupported by her manager when faced with a difficult decision during the pandemic to keep employees safe.
A Retail Manager who worked in-person during the pandemic contracted long-tern COVID and never heard from her employer even asking about how she was feeling.
As the year progressed, our recent conversations told a much more positive story. Have managers dared to care more this year? Employees saw a change in their manager’s ability to make time to “check in” and ask how things are going personally, not just about work. Employees noticed more “ongoing support”, “talking to me on my level”, and “understanding when I need time off”. When managers showed they cared, employees took notice this year.
“My manager always asks me personally how I’m doing.”
“She cares about me personally – taking time off, asking about building our home, etc.”
“We learned how to communicate with each other much more effectively. She called me to ask about my vacation recently and not about work.”
With the upward trend in manager and employee relationships, we are seeking to understand what is still causing record-high quit rates across the country. Workers noted there are still areas for improvement:
“My Mom passed away and I realized I needed to slow down for mental health reasons. My manager did not give me the time off or space to heal.”
“I was promised a raise last year and it didn’t happen. That sticks with you. I lost that trust in my manager after that.”
“I would like my manager to build more team trust within the team so we can get to know each other on a personal level. I don’t feel a part of the team.”
“Yes, my manager listens to me and responds by remembering what I said, but the leadership at the next level just doesn’t listen.”
When is the last time your company invested in its managers? Managers are the front-line connection point for the company, which makes them an important employee communication channel. Companies that move away from a one-way strategy and begin to host more two-way dialogues, will build stronger relationships with employees, and ultimately, help the organization attract and retain top talent.
As you look forward to the New Year, here are some tips for strengthening relationships with your team in 2023:
Create opportunities to check in, listen more, and ask for input
Validate employee opinions are being heard
Regularly ask how you can support your employees
Recognize great work immediately
Make time to celebrate the wins with your team
To understand how manager and employee conversations can help your organization, contact Conversate Labs today.
