A study by Dale Carnegie Training revealed something disturbing. Almost 75% of employees are not fully engaged at work. But what differentiated the engaged from the disengaged?
The answer – a positive relationship with their immediate supervisor.
This makes the role of finance manager critical to an organization’s success. Here are five habits that successful finance managers demonstrate that inspire others to produce their best work.
The foundation of a great relationship is trust. A manager who is authentic, straightforward and honest has a much better chance of earning the respect of their team. Authenticity fosters a culture of open communication. Why is this important? Organizations that encourage collaborative, open dialogue “outperform peers by more than 270% in terms of long-term (10 years) total shareholder return” (Corporate Executive Board study).
Model the Behaviours
Model the behaviours you want to see in your team. If you expect “outside of the box” thinking, collaborative communication and respect, then model those traits yourself. Align yourself with the corporate vision and find a way to credibly represent it. Gone are the days when you could complain about corporate decisions. Be positive, proactive and strategic and you’ll see your team follow suit.
Resource: New finance manager? Then get this worksheet for tips on how to be a strong leader.
Cast Your Team Correctly
While every team member will likely perform duties that don’t necessarily speak to their passion, it’s certainly to your advantage as a manager to have your teams daily responsibilities speak to their strengths. Make sure you have the right people in the right roles. Gallup research shows that people are most engaged when using their strengths. And since an engaged team is a productive team, it makes sense to cast your employees in the appropriate roles.
Susan Scott, author of Fierce Conversations: Achieving Success at Work and in Life One Conversation at a Time, once said “the conversation is the relationship.” Schedule regular one-on-ones with your team either weekly or biweekly. Prioritize these meetings and have a format to make them as productive as possible. Successful one-on-ones:
- Start with soliciting feedback from the employee and then progress to management feedback – in other words a two-way street
- Are uninterrupted by distraction to allow a natural flow of ideas – as a manager the best thing you can do for your employee is to give them your undivided attention
- Establish accountability and time for follow-up
- Have a manageable structure that’s consistent
Resource: For more information on how to structure successful one-on-one meetings, read this article.
Acknowledge Conflict Exists and Manage It
In a perfect world everyone on your team would get along. The reality is often quite different. Actively manage team conflict. Demonstrate maturity and a solutions-focused mentality as you do so. Your team will respect you for it.
Successful managers inspire others to produce their best work. Be authentic. Model the behaviours you want to see in your team. Cast employees in roles that make best use of their strengths. Increase engagement through scheduled, structured one-on-ones that create accountability and positive action. Actively manage conflict in its early stages if possible. At the end of it all, you’ll have a high performing team that is an asset to any organization.
Your Next Step
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