Hi everyone! Welcome to the show. Today we’re flipping the format a little bit and we’re going to hear from the employee standpoint of what they look for in a new manager. If you’re an aspiring leader, this is a great perspective to hear.
Today’s guest is Craig Rosenstein, a young man at the front end of his career. We talk about what’s important for a new manager to know from the eyes of someone they would be managing.
In this episode, we talk about:
- the two big things employees are looking for in a new leader,
- credibility as a two-way street,
- starting new work relationships on the right foot and a lot more.
Click that play button to listen, and don’t forget to rate us on iTunes!
I always see these posts on LinkedIn and they say, “Here are the things that are important to employees: Being compensated fairly, being recognized, having development” and they are all very valid and important points.
But the one word I never see is “support”. At the end of the day, you want your employees to feel empowered and feel supported enough to succeed. Everyone’s human and we have motivations, challenges, and doubts, and the way to work through those situations is if you have that support system.
From a leadership perspective, what I look for is, firstly, someone who’s available, and secondly, someone who either has the information or tools to help me when I’m missing something, or at least could direct me to that avenue.
Give Your Employees Vision/Direction
Do I know what my manager, and specifically, what the organization is trying to accomplish and how they’re trying to accomplish it?
Even if I feel supported in a role, if I don’t see the bigger picture, or I’m not able to really understand how what I’m doing day to day impacts the business or the organization, then 1) I might not be as effective in my role, and 2) it might be like I’m doing things without a direction.
As a manager, sometimes you assume that they’re (your employees) are good – you’re checking in, you’re meeting frequently. But even as a manager, you need to continually check-in when people are getting busier or have more on their plate.
Oftentimes, especially with a high performer, you just assume they’re going to get it done and all is good, and they may or may not be of the communication style to let you know. So it’s really important to be constantly checking in and making sure your people, especially your high performers, are in a good place, and not just assuming all is well.
Links and Resources
Connect with Craig: LinkedIn
To Sell is Human by Daniel Pink
Craig’s advice: Don’t be overconfident about your memory. Always write things down, right away.