Managers of commercial properties and offices are failing to realise how ineffective their managing techniques are, according to a recent study of 2,000 managers and employees.
The Chartered Institute of Personnel and Development (CIPD) found that one in four line managers are deluded about their own ability to lead their teams. This equates to two out of the eight million managers working throughout the UK.
The results also found that four out of five managers believe that their staff are happy with their management style, but the reality is far from it. Just over half of those surveyed, 58 per cent are satisfied with their managers.
Many people are promoted within a company based on their ability to do that particular job well. The fact that they are not often given the training to carry out the management side of the job properly when being promoted, leads to their lack of management skills.
Speaking of the issue, Ben Willmott, CIPD’s Head of Public Policy, stated: “Too many employees are promoted into people management roles because they have good technical skills, then receive inadequate training and have little idea of how their behaviour impacts on others.
“Employers need to get better at identifying and addressing management-skills deficits through low-cost and no-cost interventions such as coaching by other managers, mentoring, on-line learning, the use of management champions, peer-to-peer networks, toolkits and self-assessment questionnaires.”
The study also found that employees feel that the work they do in the office goes without being appreciated or noticed. Only 19 per cent of employees said that they receive praise when they do a job well and just 17 per cent said that they receive regular feedback on their performance at work.
This is a slightly different view to the mangers where half of those surveyed believe that they regularly report back to staff regarding their performance and furthermore, three in five managers believe they do show recognition to their staff.
Speaking of the lack of feedback offered to employees, Mr Willmott added: “They don’t spend enough time providing high-quality feedback to the people they manage, or coaching and developing them or tapping into their ideas and creativity, which means they then have to spend more time dealing with stressed staff, absence or conflict, and the associated disciplinary and grievance issues.”
The CIPD warned that if the bad manager issue is not resolved, it could have potential devastating effects on productivity and business growth. As a result, the CIPD is urging that the “Government needs to play a bigger role.”
Mr Willmott continued: “Sector Skills Councils and Local Enterprise Partnerships should be tasked with ensuring addressing leadership and management capability is a priority across all sectors and regions of the economy. Without this, potential for economic growth in the UK will be shackled.”
Are you a manager of a team in a commercial property or office? Were you promoted within a company and feel you were not given the necessary training to manage the team properly?
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