Employees frustrated as management take a back seat

Alan Price – CEO at BrightHR

September 28 2015

Peninsula questioned 923 respondents. 86% of workers believe that management do not take an active role in leading their staff. 81% of employees say that managers have no communication with their staff. 77% management feel they have not received adequate training for their roles. 74% of employees feel like they have to take matters into their own hands. Alan Price, employment law director of Peninsula Business Services said today “Management play a pivotal role in any business, they represent the guiding force of how the organisation should be run on a daily basis and are entrusted by their superiors to demonstrate the skills and knowledge to drive their business forward. I am astounded therefore, that employees feel that their management teams are taking a backseat rather than leading from the forefront.” “Employees look to their management teams as a source of knowledge on the organisational structure and operational running of the business. They are in-effect teachers who are there to guide their employees in the right direction and inspire them to achieve results that will help the company and themselves progress. For management to be completely disengaged from their staff is simply inexcusable. Not only are they fostering a culture of mistrust between employees and management, but their actions could have severe consequences for the company and its future.” Price adds “Central to effective management is great communication. Mangers may have amazing credentials or great intentions for what they want to achieve for a company, but without this basic and fundamental skill, the latter doesn’t really equate to much. Leaders need to engage with their employees regarding all the facets of the business; from sales performance to changes in the organisation in order to keep employees in the loop and enable them to represent the company appropriately. Price continues “Providing an open channel of communication between staff and management will encourage employees to come forward with fresh ideas that could add value to the organisation. It is extremely important to utilise this source, as it will help give you a competitive advantage over other businesses.” “It is important to note that management are not the only ones responsible for this decline in confidence, as even management have stated that they feel that their employers have not given them adequate training to fulfil their roles. Whilst, I respect that companies may face time constraints and learning is a continues process that often takes place on the job, every member of staff including management should be given the tools they need to succeed and the required training necessary to fulfil their job role.” “Employers should consider conducting performance reviews or one to one meetings with their management teams in order to provide feedback on a regular basis, thus allowing them to prevent any issues from arising and to provide constructive criticism on the areas they need to improve on. Companies need to support their management teams by ensuring they are up-to-date on company protocols and procedures.” “Likewise, managers should be encouraged to hold regular meetings with their staff, giving them a platform to raise any issues or concerns they are experiencing. This will be a positive step towards ironing out any issues that employees have with the workplace and will go a long way to repairing any fractured working relationships between management and their staff.” Price concludes “This is an issue that should be tackled with immediate effect, employees shouldn’t feel disconnected from their managers, to the point where they have no faith in their abilities and end up taking actions into their own hands. If employees don’t have confidence in the company they work for, how can you, as the employer expect your clients or customers to have confidence in you? Management need to be the motivating force behind a company’s development and progression. This means leading by example and demonstrating to the workforce that they are not afraid to be part of the daily grind and work collaboratively with their employees as a cohesive unit.”  

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