Many organizations choose the best performer amongst his or her peer group. The best teacher becomes the principal, the best groundskeeper leads the landscaping division. It seems to make sense. But is it always the best practice? Does the individual who is the best teacher need the same skills to be successful as a principal? Can the best groundskeeper now motivate, teach, and lead the landscapers as a group? When hiring for a manager it is essential that we hire for or train to the skills necessary to do the administrative part of the job in addition to subject matter expertise.
The most important job of a manager is to lead their team, while that does require knowing the field in which they are working, the skills of management necessary to lead, are even more important. A 2019 OC Tanner study confirms this. Of employees who left their positions at work, 79% of employees listed a lack of appreciation from their supervisor as a major reason for their decision to leave. Further, 65% of employees claim to not have been recognized in the last year. Without recognition, employees feel devalued and at the very least are less likely to contribute to the organization at the level they could. Another study from Gallup in 2018 confirms this as 65% of employees report feeling disengaged from the workplace.
The first step towards successful management in your organization is to identify, select, and hire individuals with the traits and skills to be a successful manager. Interview questions can be prepared to identify candidates that are able to successfully work with a team. A few of those questions have been prepared and listed at the end of this article. As with any interview be purposeful in your questions. Know the characteristics, skills, and needs you are looking to address with the position before you schedule the interview. Asking questions that target the right person is essential.
For the existing management team training and goal setting are equally important. We are great at setting budget goals and performance goals for the team as a whole. Also consider setting goals for supervisors to measure employee recognition, and reward minimal employee resignations. Measure supervisor effectiveness through confidential staff surveys or 360 peer evaluations. As with any function of a business or organization, if you expect and measure for employee satisfaction you are much more likely to achieve it.
Awesome Interview Questions for Awesome Managers
- What was the most outstanding project or task a member of your team has contributed in the last 6 months? (Follow up: What did you do to show appreciation?)
- What is the best work that you and your team have done in the last 90 days? (Tip: Listen not only for the importance of the task but also if the individual focuses on himself or others in their response)
- Who was the best boss you have had and what did you take from them? (This will give some insight into what traits they think a supervisor should have)
- How do you handle an employee who is struggling in their position? (Does the candidate talk about disciplinary action, or can they give an example of how they have pulled an employee to the side and tried to work things out supportively)
- What are the goals of your team for the next 12 months? (What is their plan? Does it include thoughts on leadership and the team or just the goals placed on the team externally by others.)
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Whether it is a hiring need or any other Human Resource requirement, Benefit Intelligence can provide the consultation and guidance to help you along your path. Reach out to us today to schedule a time to connect with us at: hr@benefitintelligence.com