‘If you want a job done right, do it yourself”
Ah, if only life could be that simple. When you’re a business owner, C-suite member, or department head, one of your biggest battles can be accepting that you can’t do everything yourself. Learning to delegate to line managers is tricky, and getting them to carry out their tasks can be even harder – but there are three important steps you can take that will help.
Aren’t they just there to sign off holiday requests and log sick leave? Although your line managers exist to handle day-to-day people admin, research shows they’ve got a big influence over your organisation.
Poor line management is one of the biggest contributors to work-related stress, and there are significant links to employee engagement, wellbeing, and health. And that impacts individual and team performance, impacting your organisational success.
In a word, yes. They’re the fastest route to your people, passing on your own passion and vision for the enthusiasm. When it comes to how they can improve things, it’s all about improving their own team’s performance.
As we know, happier, engaged teams are more productive – and that’s something they can directly influence. Knowing where to start is the hard part, but that’s why we recommend using smarter employee surveys. It’s a way of identifying major issues, listening to people’s opinions, and knowing what gaps need bridging.
Once managers understand their teams’ scores and feedback, you can use them to carry out the small changes that will make things better – at an individual, team, and organisational level.
With our platform, you get actionable people insights. See how it works, and why it’s the secret to organisational success.