3 Ways Frontline Managers Can Support Their Teams
"Why do we even need managers?" This is the question of the hour that many frontline staff ask. That is IF, they do not fully see the value of their management and leadership teams.
Managers play a crucial role in organizations for several reasons. The primary perspective is that their importance stems from their ability to coordinate and facilitate the achievement of organizational goals. However, people managers wear many hats, and most importantly, they must put their teams and staff first. To all managers out there: people are your most important resource. Supporting your teams should be at the forefront of your minds.
Below are some tips for frontline managers to consider as you support your team’s growth.
1. Communicate Role Expectations
Think about times you have been asked to do a job but weren't provided clear expectations for what you are responsible for, how well something should be done, and whether you did it well. Think about how you felt. This reinforces the reasons for identifying clear expectations of what they should do (and not do).
Establish clear roles. This will help teams work more efficiently and establish a sense of “ownership” within your teams. Remember, if it’s everybody’s responsibility, it’s no one's responsibility.
Set achievable goals. Set goals that are relevant to the big picture. Share what needs to be done and why it needs to be done.
Provide feedback regularly. The feedback can be obtained by observing your teams' performance and asking them about their growth areas.
2. Be the Example
Your team members look to you for guidance and how the team should function together. Managers set the environment's tone and the team's attitude toward each other and customers.
Demonstrate your expectations. Your actions set the tone for your staff. If you expect staff to be on time, you must be on time. If you expect your team to follow a process, you must follow the process.
Establish a Positive Work Environment. Create a team of inclusion so that your staff feel seen, valued, and motivated to work. This can be reinforced by instilling a sense of ownership into your teams by delegating tasks to specific employees. Be sure to provide positive feedback for completing the task.
Provide Guidance and Support. You can achieve this by developing your staff's skills, addressing their concerns, and helping them overcome challenges through effective coaching.
3. Manage Change
A vital part of the manager's role is to be the primary escalation point. If something happens within the team, you are the person who wants to help resolve it.
Encourage Problem-solving. This goes back to empowerment. Encourage your team to solve problems collaboratively when possible. Their abilities to solve problems together tie directly to the work environment you set. This will make your life easier.
Resolve Conflict. Approach internal conflicts and disagreements promptly and constructively. Promptly is the most crucial part. The longer you wait to resolve a conflict, the worse it becomes. Always keep the resolution positive, and involve your staff in the resolution.
Be Adaptable. Sometimes, changes in the workplace introduce unexpected challenges to the team. You may experience staffing issues or change in general. You must adapt to these changes to help your team navigate the change.
Remember, people are your most important resource. Communicating with your team, serving as the example, and managing change can help foster trust within your teams, which, in turn, drives your goals.
