Essential skills to prepare managers for the future of work
Managers have a huge impact on the health, wellbeing and performance of their teams. According to recent research, for almost 70% of people, their manager has as much impact on their mental health as their partner.
Yet all too often line managers lack the training, skills or confidence required to effectively support others at a very basic level (1).
Flexible working has presented new challenges too, with virtual 121s losing a sense of ease and informality that is so important in the development of rapport and creating space for difficult and sensitive issue to be raised.
Training managers in these essential skills, to build relationships based on trust and respect, are as important as those needed to 'do the job'. The impact of which extends far beyond their immediate team, inspiring the emergence of a caring, psychologically safe and inclusive culture across the business.
Here, we outline four skills that will be required of managers to enrich the wellbeing and performance of their teams of the future whilst also looking after their own mental health.
The 4 essential manger skills for the future of work
1. Communicate with empathy
People yearn to be led by managers who truly understand their needs and attempt to see things from their perspective. When they feel heard and understood, they’re more productive and engaged (2).
Specifically, authenticity, building empathy and developing a growth mindset can all be instrumental in creating a sense of belonging and inclusion in the workplace which, in turn, has a positive impact on mental health (3).
2. Develop a coaching mindset
Managers need to trust and value their team members, listen to them more and ask the right questions. CIPD suggest that a regular and constructive 'feedback and discussion' approach to performance management can really help to achieve this.
Moving away from a more traditional management style is important, focusing conversations on solutions and decisions and empowering direct reports to take action and move forwards can provide a feeling of autonomy and lead to increased confidence, performance and wellbeing.
3. Handle complexity well
We live in a fast-moving world that is full of uncertainty. Managers should feel comfortable leading their teams when there might not be a right or wrong answer. Having the confidence to say "I don't know" and then problem solving together can be a powerful tool in fostering trust and connection.
Fostering a developmental way of working and supporting a growth culture allows people to feel safe and supported enough to make learning and development a part of their everyday working life.
4. Prioritise their own wellbeing
It’s vital to equip managers with the skills and tools to take care of their own mental health and wellbeing, whilst it's great for managers to model positive behaviours to their teams it’s important to understand that they are at much higher risk themselves.
Many managers try to protect their teams from stress by taking on extra work themselves, putting in long hours and impeding their own boundaries (4). Businesses must therefore make sure that managers are equipped and have the skills and the space to look after their own wellbeing.
Supercharge your managers with the essential skills for performance and wellbeing.
Find out more about our line manager skills training solutions, and how we can drive the resilience and growth of your organisation.
References
1. Thriving at Work, Stevenson Farmer, 2017
2. Navigating Work Trends with HR experts, 2022, DELL Technologies
3. Mental Health at Work, Managers & Money, 2023, UKG
4. Wellbeing trends at the heart of business transformation, 2022, REBA