How People Managers Can Improve Employee Performance and Job Satisfaction

We’ve heard the saying, “People don’t leave bad jobs, they leave bad managers.” In fact, there is existing data that supports this.

Does that mean the opposite is true?

Here’s what I know. People want to feel heard, respected, and valued in your organization. And people managers are an important way to achieve that.

So how do we develop our people managers into the leaders we need? That's what we explored in this week's episode of Learning for Good.

Episode 22: How People Managers Can Improve Employee Performance and Job Satisfaction

What You Will Discover: 

[02:25] People managers need to establish trust

Our people managers need to build strong, trusting relationships inside and outside of their teams because we use relationships to empathize, influence, act as an ally, encourage well-being, and so much more.

[04:51] People managers need to set clear expectations for staff

Our people managers need to set clear expectations so staff are clear about what their work is - their tasks, deadlines, and intended outcomes - as well as how you want them to work - communication and interaction with others.

[05:51] People managers need to provide feedback and support for staff

Our people managers are responsible for providing our staff with the resources they need to be successful and for removing barriers to success. They should also focus on providing ongoing feedback to staff so staff know what they are doing well and what could be improved.

Watch the full episode of Learning For Good - How People Managers Can Improve Employee Performance and Job Satisfaction.

Or click here to listen on Apple Podcasts or your favorite podcasting platform.

While you're there, subscribe to be the first to know about new episodes!

--

Are you investing in your people managers this year? I'd love to hear what you have planned.