When a company succeeds, credit typically goes to executive leadership. Founders, presidents, and CEOs receive accolades for their strategic visions, for their abilities to inspire and motivate, and ultimately for their organizations’ performance.
Of course, leaders don’t get all the credit. Every now and then, on-the-ground employees earn recognition as well—for providing an extraordinary customer experience, for instance, or going above and beyond a monthly sales goal.
But when something goes wrong, it’s neither the C-suite or the frontline workforce who bears the brunt of the blame. When customers feel frustrated, when executives notice lackluster organizational outcomes, or when members of a team face internal conflict, they all follow the same procedure:
They demand to speak to the manager.
The Many Roles and Responsibilities of Management
As the people tasked with turning executive vision into employee action, managers are the ones accountable for what does or doesn’t happen in the workplace. That includes workforce compliance. Your managers are responsible for whether your policies and programs live or die.
At the same time, managers need to coordinate resources, engage and develop the employees on their teams, discipline (and sometimes terminate) bad actors and underperformers, minimize risk and exposure for their organizations, and do it all in a timely and cost-effective manner that—somehow—always puts the customer first.
In other words, management is a tough job. We’re talking about a role that demands people skills, math skills, leadership skills—basically, every set of abilities and competencies a company needs to succeed, bundled up in a single position. Not everyone has what it takes.
Do your managers possess the skills they need to both engage their teams and protect your organization? To help you find out, we’ve distilled the myriad roles and responsibilities of management into 5 essential areas.
Suffice it to say that if your managers lack one or more of these 5 skills, your organization needs to make a change—stat. Over the next few weeks, we’ll explore each of the areas mentioned above in greater depth, offering further considerations and best practices for manager development.
But if you’re currently facing a management crisis and you’d rather not wait, Compli can help you and your managers right now. With Compligo, our automated workforce platform, you can…
- automatically assign and administer training, so each manager understands what’s expected of them during every aspect of the employee lifecycle;
- provide your managers access to a library of the HR forms, reports, guidelines, and tools they need to manage their teams effectively;
- help managers track compliance of their team against individual programs to help instill the values of their company, and ensure all employees stay on top of their program requirements.