An executive I worked with recently griped about one of the greatest challenges in his role — managing people.
He said,"Managing people requires managing their problems too. If they can't take care of their personal issues, we can't produce results." Managers across different industries express the same concern. They know that unless people are functioning at their best, they can't achieve desired business results.
Some experts would argue that you lead people and manage things. Without debating the issue, what is clear is that many managers feel compelled to help employees work through difficult issues however they can. The success of any business is based on how well people perform.
With that in mind, here are tips for managers who have become too consumed with others' problems:
* Balance empathy with action.
Let the employee know you understand the problem, and that you believe he or she can work through the situation. Ask what next steps could be taken to help resolve the issue and how you can help the person take action.
* Emphasize personal accountability.
Accountability for business results is still paramount. Help the person focus on specific and realistic outcomes they can achieve, even in the midst of personal challenges. Accomplishing results at work can bolster employee confidence and minimize the impact of other problems.
* Refer employees to appropriate resources.
Many issues are simply not appropriate to discuss in an employee/manager relationship. Optional resources include Employee Assistance Programs (EAPs), coaches, consultants, counselors, etc. Don't try to take on too much yourself. Look for internal or external resources.
In today's turbulent times, employees will not be at a loss for problems. As a manager, you'll have ample opportunity to test your own leadership and interpersonal skills. Helping employees help themselves will serve them and the business well.
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