Today’s post is courtesy of SocialMonsters.org
The only thing constant is change. Though some aspects of business success are built upon bedrock principles that were detailed decades ago, you can’t stop evolving. There are new business models. There is new technology. And there needs to be new management.
No, we’re not talking about firing and replacing all the bosses. It is the very nature of management that needs to continue being updated with the times. Employee expectations are different than they were in the past, and any good enterprise — and any good human resources department — will shift to reflect this fact.
While you certainly don’t need to abandon everything (that would just be silly), there are new ways of thinking that you should work to incorporate. As we move into 2020, the following three management tips will help steer you in the right direction.
1. Understand Generational Shifts
Much has been made of “millennial culture” and how their expectations at work differ from those of their parents. Some of this is overblown. Many of the doom and despair headlines for businesses are just foolish, for example. But there are indeed many real differences. It is crucial for managers, especially those in hiring and recruitment, to understand this and adapt.
One of the key traits of younger workers is their desire to feel like their work has a purpose. This doesn’t mean you need to save the whales or start building homeless shelters. But it does require including more aspirational goals and responsibilities into job descriptions and roles. Just by thinking in more of a mission-driven way — rather than expecting younger employees to be enthused about completing To-Do Lists — you will be able to foster more engagement and fulfillment from workers of any age.
2. Be Open and Transparent
Decades ago, workers expected their bosses to stay quiet and reveal little. The workplace was very much a need-to-know environment, and people accepted that they just had to keep their heads down and their mouths closed. But times have changed, and the introduction of new generations into the office is only accelerating this trend.
Switching jobs frequently is also no longer frowned upon like it once was and opportunities now abound as new startups — and even entirely new industries — continue to spring up. With greater job mobility comes greater expectations. If HR managers want to retain employees, they need to treat them with respect, and transparency has become fundamental to that goal.
Obviously, nobody wants to hear bad news. But bad news is much worse when secrets come out. Your workers are mature adults. Let them in on key strategic decisions and why the organization is operating as it does. It will pay off in the long run in terms of employee retention, churn rate, training costs, and overall job satisfaction.
3. Empower Workers With the Right Tools
The saying pennywise and pound foolish applies to so many areas of business. Controlling costs is of course always a great idea, but there is a big difference between looking for common-sense savings and cheaping-out in ways that hurt the company. Especially today, people need the right tools to do their job. Their success, efficiency and ability to execute are what really drive the bottom line. So it is always sad to see bosses saddling their staff with substandard and outdated equipment.
Fortunately, there is a quick fix: tech upgrades. No, it won’t come free, but buy the best you can and it will be worth it. Computers and mobile devices are obvious starting points but don’t overlook a modern phone system provider that can overhaul your current solution. Having the entire phone system managed in one place can be a game-changer for communications, simplicity and human resources. Upgrades can even boost morale (everyone loves new toys!), and it’s almost always worth the investment — as long as you buy tools your workforce actually needs rather than silly bells and whistles.
New Year, New Strategies
All good companies strive to keep up with the times. This should be as true when it comes to management styles as it is with technology. You aren’t using fax machines anymore, right? Well, you don’t want to be using management practices from the 1980s either.
Make sure to understand how generational shifts are impacting your workforce, recognize the need to be open and transparent with employees, and make sure to find some room in the budget to give people the tools they need to thrive.
Just a few small changes can make a big difference. If you adopt these three easy tips — and keep looking for even more ways to improve the workplace — it will become that much easier to see success more clearly in 2020.