Dear Manager: Here’s How to Support Your People in Their Career Well-being
Being a manager is not an easy feat. On top of business targets, you have people to look after, and also your own manager to deal with. One of my earliest misconceptions about being a manager was that all I needed was to manage the results.
I will never forget what a senior technical lead sarcastically told me when I was asking about our metrics, “Don’t worry Kurly, you’ll get YOUR results.”
It felt like a punch on my face. What did he mean by my results?
We work with people, not machines.
If something is not working, it’s not as simple as isolating the issue, taking out what’s broken and replacing it with spare parts.
We work with the whole person.
In the 2021 Gallup State of the Global Workplace Report, Gallup has identified five elements that make up overall wellbeing.
So what does this mean to managers?
Getting results does not just happen by pressing an “on” button. It takes intentional and consistent actions to help employees thrive.
Here are some of the simple and often overlooked ways that you can do to support your employees in the area of their career well-being. These are taken from experience, observations and responses to “I wish they knew” survey conducted last week
I appreciate it when you check in.
Bing Villarante, one of the survey respondents said that she looks forward to coaching and check-ins with her manager.
Checking in with employees does not need to be lengthy nor fancy.
Here’s how you can do it:
Be authentic and sincere
Do ask about the person, not just the tasks
Listen with the intent to understand, not to respond
Be consistent
Give and ask for feedback
I appreciate it when you see me beyond the results I deliver, but also for who I am.
In the recent International Coaching Federation Converge 2021 Conference, Marc Brackett, Founding Director of Yale Center for Emotional Intelligence shared that in a 2018 survey on how people want to feel, most responded with happy. But when Covid hit, survey showed that most people want to feel appreciated.
Appreciation is not just about giving rewards. Appreciation can also mean…
Recognizing strengths and potential
Respecting what each employee values
Respecting differences and uniqueness
Encouraging them to try new things
Ryan Smith shared that he wishes his manager knew that he is a curious learner and that he wants to push himself out of the box in topics he knew little about.
I appreciate it when you show me that you care.
Every two months or after about 200 espresso cups, our coffee machine flashes an orange light to signal that it needs to be descaled.
However, in the middle of a busy day, the orange light is the last thing I want to see when all I want is to get my coffee fix. It not only means I can’t have my coffee, but that I need to do the extra work of descaling.
If this is the same way you feel whenever an employee asks you for a day off, tells you they’re sick, or asks for help, then it’s time to rethink.
How well do I know my employees?
How would I rate the relationships I have with them?
How have I shown empathy and appreciation?
I appreciate it when you allow me to spread my wings
One of the first leadership lessons that I’ve held onto is John Maxwell’s Law of Explosive Growth, “to add growth, lead followers – to multiply, lead leaders.”
Create a safe space for employees to experiment and make mistakes
Support them in their growth and in pursuing what’s meaningful to them… even if it means they’re leaving you
Let’s discuss!
In what other ways have your managers supported you in your career? In what other ways have you supported your employees in their career? Share below.
In the next issue, I’ll talk about what managers wish their employees knew so that they can better be supported in their careers. If you’d like to share your thoughts on that, you can still fill up the survey here.
If you’d like to build the career agility mindset of awareness, curiosity and continuous learning in your organization, send me a message.
No special tools needed. You can start today, and do it consistently to make a difference. Coach Kurly de Guzman is a Career and Leadership Coach and one of LinkedIn’s Top Voices based in the Philippines. She continuously seeks ways to add value to leaders and their teams through her newsletter, leadership and career development workshops as well as group and 1:1 coaching sessions for clients.
To work with Kurly, send an email to hello@kurlydeguzman.com or book an exploratory call to discuss your organization’s needs here.