10 Harsh Realities Every Employer and Manager Should Know

A lot of people want the role of boss until they have it. While it is very easy to make assessments from the outside, it is completely different when you step into a position of leadership. Unfortunately, many people clamor for a leadership or authority position for all the wrong reasons. While human beings all have the desire for significance and praise, they cannot be the motivating factors for wanting to be in a position of leadership. And if you think that starting your own business will be your pathway to making your own schedule, you are sadly mistaken.

When it comes to management, I've conversed with enough people to know that a common misconception is that managers don't do anything. In fact, they make many issues at work that much worse. However, the issue at hand is that many people in leadership positions don't have the inherent skills to effectively lead others. In fact, according to Gallup, only 48% of managers strongly agree that they currently have the skills needed to be exceptional at their jobs.

Owning a business, running a department, or leading a team are many things, but at their core, they are about the employees. Yes, you still have your financial responsibilities, KPIs, and goals to hit, but you now have a responsibility to others. Unfortunately, what might have made you great as an employee could be hurting you in a leadership position. Just like every superstar athlete doesn't make a great coach, being an A+ employee does not translate to being an A+ leader. This was my challenge early in my career.

The good news: leadership skills can be learned, which is a good thing considering that they are critical for the long-term success of a business. Leadership dictates the culture of a company and it has been proven over and over again that a great company culture can significantly add to the revenue of a company. Companies with a great culture consistently outperform those with a poor or mediocre culture.

Stepping into a leadership position is vastly different from a staff position and is faced with many harsh truths and realities. Let's discuss a few, and hopefully, this will help you avoid many of the challenges that tripped me up.

Hard Truths About Leadership and Management

If your actions don't align with your values, your employees won't trust you.

No company exists long-term without values and standards. A company's core values are more than just words on a website. They represent the fundamental principles that guide its behavior and decision-making. Aligning actions with these values is critical for building trust with employees, developing a positive company culture, and fostering corporate integrity.

Here's how aligning actions with values builds trust and integrity:

• Employee Trust: When a company consistently acts according to its values, employees see their leadership as trustworthy and ethical. This fosters a sense of security and psychological safety, leading to motivated employees who exhibit higher engagement and productivity.

• Transparency and Accountability: Clearly defined values provide a framework for decision-making, increasing transparency. Employees see how their work aligns with the company's goals, and leadership is held accountable for upholding these values.

• Customer Loyalty: Customers are increasingly drawn to brands that reflect their own values. Aligning actions with values strengthens a company's reputation for integrity, leading to greater customer loyalty.

By weaving core values into the fabric of the organization, companies can build a strong foundation of trust, transparency, and integrity – all essential ingredients for long-term success

When your best people leave, it's not them. It's you

Retaining top talent is critical for the success of any organization. The key question, however, is: how do you increase employee engagement and motivate employees to stay long-term? The answer lies in leadership accountability. This powerful concept plays a significant role in creating a positive work environment, which in turn significantly boosts employee retention rates. By holding leaders accountable for their actions and decisions, organizations can ensure that their work culture promotes respect, trust, and fairness, all of which are essential ingredients for employee motivation and a positive company culture. Who wouldn't want employees who are motivated and committed to their jobs?

Here's how leadership accountability impacts employee retention and organizational success:

1. Trust and Respect: When leaders hold themselves accountable for their actions and decisions, it builds trust and respect with employees. This fosters a more positive work environment where employees feel valued and empowered.

2. Motivation and Engagement: Accountable leaders inspire their teams by leading by example. They are transparent in their communication and take responsibility for mistakes, which motivates employees to take ownership of their work and become more engaged. Yes, we all want employees who have intrinsic motivation. However, even the most motivated employee will be turned off by a leader who is not accountable.

3. Psychological Safety: A culture of accountability creates a safe space for employees to voice concerns and offer ideas without fear of retribution. This open communication fosters creativity and innovation, leading to better problem-solving and improved organizational performance.

By prioritizing leadership accountability, organizations can create a work environment that retains top talent, fosters innovation, and drives long-term success.

Looking for more on leadership and employee retention? Check out the following blog:

• Why Is Employee Engagement Important and What Does It Mean for Your Business? https://www.linkedin.com/pulse/how-leading-example-contributes-employee-retention-robert-sakayo]

Management that can't handle feedback won't survive change.

To thrive in an ever-evolving environment, organizations must not only initiate changes but also manage them effectively. This is where the role of management’s openness to feedback becomes crucial.

Feedback is the cornerstone of continuous improvement. It provides leaders with insights into what works, what doesn’t, and how processes can be refined. An organization that actively solicits and constructively uses feedback is better positioned to navigate the complexities of change management. This openness not only streamlines the adaptation process but also fosters a culture of trust and engagement among employees.

Effective change management requires more than just implementing new policies or procedures; it demands a feedback-rich environment where suggestions are valued and considered. Managers play a pivotal role in this process by facilitating open communication channels that encourage team members to express their thoughts and concerns. This could involve regular feedback sessions or an “idea-for-improvement” approach, as suggested by some industry experts.

You don't have a remote work issue. You have trust issues.

Remote work offers flexibility and a wider talent pool, but managing a remote team member effectively hinges on one key factor: trust. Without a foundation of trust, remote teams can struggle with communication, collaboration, and productivity.

Here's why building trust is crucial, and how you can achieve it:

• Trust Fosters Autonomy and Accountability: Micromanaging remote workers damages trust. Instead, empower your team by setting clear employee expectations and providing the autonomy to achieve them. This builds trust and accountability.

• Transparency Builds Strong Relationships: Be open and honest in your communication. Share information readily, and be clear about your expectations. This transparency builds trust and strengthens relationships with your remote team.

• Invest in Regular Communication: Schedule regular video calls to discuss projects, address concerns, regularly assess employee performance, and simply connect as a team. Don't underestimate the power of casual interaction to build trust.

By prioritizing trust, you can create a positive and productive remote work environment. This will lead to happier, more engaged employees and a successful remote team.

Your diversity program is hollow if your leadership team all looks the same.

Diversity in leadership teams is more than just an ethical imperative; it is a strategic advantage that can define the success of an organization.

Diverse leadership brings varied perspectives, experiences, and backgrounds to the table, which enhances decision-making and problem-solving. Studies and business practices have shown that companies with diverse leadership teams are more likely to outperform their less diverse peers. This diversity sparks creativity and drives innovation by merging different viewpoints, which is crucial in a rapidly changing business environment.

Moreover, a leadership team that reflects a broad spectrum of demographics can better understand and cater to a diverse customer base. When employees see their identities reflected at the highest levels of their organization, it boosts morale and job satisfaction. This representation helps to establish a truly inclusive company culture, where every employee feels valued and empowered.

Furthermore, embracing diversity in leadership positions helps to challenge and reduce systemic biases within the organization. It paves the way for more equitable workplace practices and opens up opportunities for all, regardless of their background

Building a Winning Company Culture

Every company wants to understand how to create a positive culture and motivate employees. However, what defines a company's culture, and how do you get the best out of people? Is it a hybrid schedule, a four-day workweek, or pizza Fridays? I don't think so.

Underpaying your people doesn't make you cost-effective. It makes you short-sighted.

If you don't pay people what they're worth, someone else will. Employee compensation strategies are no longer a simple matter of paying the bills. Fair compensation practices are critical for a company's long-term sustainability and employee morale. Employees perform best when they feel valued.

Let's be real: the healthcare industry is facing a growing challenge with attracting and retaining skilled professionals. This is where healthcare compensation strategies come into play. By offering and rewarding employees competitive salaries and benefits packages, healthcare organizations can position themselves as employers of choice. Not only that, but the cost of replacing an employee can range from 16% of their salary to 213% of their salary. Costly indeed!

Here's why fair compensation matters:

• Boosts Employee Retention: Competitive salaries and benefits packages are essential for attracting and retaining top talent. When employees feel valued and compensated fairly, they are more likely to be engaged and productive.

• Enhances Corporate Culture: A fair compensation strategy fosters a sense of trust and respect between employees and management. This leads to a more positive and collaborative work environment, which can have a significant impact on innovation and overall success.

• Improves Employer Branding: Companies known for fair compensation practices attract a wider pool of qualified candidates. This not only reduces recruitment costs but also strengthens your company brand, making it easier to attract top performers in the future.

• Market Recognition: Competitive pay demonstrates that you value your staff and are serious about building a strong team. This recognition goes a long way in attracting qualified candidates who are aware of their worth in the job market.

• Fairness and Equity: Offering competitive compensation ensures fairness within your organization and across the industry. This helps reduce feelings of resentment and fosters a more positive work environment.

• Winning the Recruitment Battle: Competitive salaries and benefits packages are key differentiators in a crowded job market. By offering what top talent seeks, you'll be better positioned to secure the best candidates.

Competitive compensation isn't limited to just base salary. Consider offering perks like tuition reimbursement, childcare assistance, and wellness programs to create a truly attractive healthcare compensation strategy.

Investing in your workforce through competitive compensation is an investment in the future of your healthcare organization. A strong team is essential for delivering quality care and ensuring the long-term success of your facility.

A toxic culture will tarnish your brand, no matter how good your products are.

Transforming a toxic workplace into a positive environment is essential for fostering employee well-being and enhancing productivity. Addressing toxic workplace culture and improving the workplace environment requires a multifaceted approach involving leadership commitment, open communication, and a shift in organizational norms.

Firstly, recognizing the signs of a toxic culture is pivotal. This might include persistent stress, high turnover rates, and widespread disengagement among employees. Once identified, the path to improvement begins with leadership taking accountability. Leaders must not only acknowledge the issues but also commit to genuine changes.

Effective strategies include:

1. Revamping Leadership Styles: Toxicity often stems from the top; therefore, it's crucial for leaders to adopt a more inclusive, empathetic approach to management. This might involve training on emotional intelligence and leadership accountability.

2. Encouraging Open Communication: Create safe spaces for employees to express concerns without fear of retribution. Regular feedback sessions and anonymous surveys can help gather honest feedback and sentiments about the workplace.

3. Committing to Fair Practices: Ensure all employees feel respected and valued by implementing fair employment practices and addressing any forms of discrimination or harassment immediately.

4. Building a Positive Work Environment: Introduce initiatives that promote work-life balance, team building, and wellness programs to enhance the overall work environment

The customer experience will never exceed the employee experience.

Customer experience (CX) should be a top priority for every company. But what many companies fail to realize is that a positive CX hinges on employee satisfaction. A motivated and fulfilled employee is a better customer service advocate than someone who has one foot out the door. In addition:

• Empowered Employees Deliver Better Service: Happy, engaged employees are more invested in their work and take pride in providing excellent customer service. They go the extra mile to resolve customer issues and create positive interactions.

• Employee Knowledge is Power: A strong employee experience fosters a culture of learning and development. Knowledgeable employees can answer customer questions accurately and provide insightful recommendations, leading to greater customer satisfaction.

• Brand Loyalty Through Passion: Employees who feel valued are more likely to become brand ambassadors, enthusiastically representing the company to customers. This passion translates into a more positive customer experience, fostering loyalty and repeat business.

Investing in employee satisfaction isn't just good for your team; it's a strategic investment in the future of your customer experience. By prioritizing employee well-being, you can create a winning formula for long-term success.

Micromanagement isn't a sign of dedication, it's a warning sign.

Micromanagement is often viewed as a necessary level of involvement in work details by some managers. However, the effects of micromanagement can be profoundly detrimental, leading to a significant decrease in employee morale and productivity. Understanding these impacts is crucial for organizations striving to foster healthy and effective work environments.

Firstly, micromanagement stifles creativity and autonomy among employees. When managers scrutinize every detail, it signals a lack of trust, which can suffocate innovation and initiative. Employees may feel less valued, becoming passive and less engaged in their roles. This environment can lead to decreased job satisfaction and higher turnover rates, as staff seek more empowering workplaces.

Additionally, micromanagement can escalate stress levels, contributing to a toxic work atmosphere. Constant oversight and the pressure to meet overly scrutinized standards can lead to burnout and mental exhaustion. This not only affects individual health but can also reduce overall team effectiveness and productivity.

Leaders should focus on outcomes rather than overly controlling how tasks are accomplished. Training for managers to develop delegation skills and setting clear, measurable goals can help shift the focus from process to results. Encouraging feedback from employees about management styles can also illuminate areas where leaders may need to pull back and foster a more autonomous environment

Top talent won't stay if their growth isn't your priority.

In today's competitive job market, employee retention is a top priority for businesses of all sizes. One of the most effective ways to keep your best people is by prioritizing employee growth through training programs and professional development opportunities.

Here's why career development opportunities are essential for retaining top talent:

• Motivation and Engagement: Employees who see a clear path to advancement are more likely to be motivated and engaged in their work. They feel valued by the company and are invested in their long-term success.

• Skill Development and Adaptability: Providing opportunities for employees to learn new skills helps them stay relevant in a constantly evolving business landscape. This not only benefits the employee but also ensures your company has a future-proof workforce.

• Reduced Turnover: Employees who feel there are growth opportunities within the company are less likely to look for jobs elsewhere. This translates into lower turnover rates and significant cost savings for your business.

By investing in employee development programs, you're not just developing your employees' skills, you're also developing the future of your company. When employees feel they have a chance to grow, they're more likely to stay with you and help you achieve your goals.

Leading and managing people is a multifaceted and rewarding challenge that requires a deep understanding of individual and team dynamics. Despite common misconceptions, effective leadership goes beyond merely giving orders; it involves inspiring, guiding, and supporting team members to achieve collective and individual success. This role demands a delicate balance of empathy, strategic thinking, and decisiveness to foster a positive and productive work environment. Indeed, the essence of effective leadership is crucial for driving business success and achieving organizational goals.

Are you ready to unlock the full potential of your leadership and create a thriving team culture?

Schedule a strategy session with Dan Neissany today to learn more about his insights and guidance.

Together, we can develop a plan to:

• Foster a culture of innovation

• Drive business growth

• Achieve your organizational goals