Workforce trends in 2023 are largely focused on employee burnout and declining job satisfaction, as seen through trends such as silent quitting, “bare-minimum Mondays” and “boredom”, the TikTok sensation.
Yet with the latest viral career trend, “managing,” there seems to be a shift in focus.
Three employment experts weigh in on how these latest trends are affecting US workers, managers and corporate culture — and what workers need to know.
What exactly is ‘managing’ and why is it gaining popularity?
“Managing,” is an old concept in the world of work, involving the intentional development of meaningful relationships with supervisors and upper-level management in organizational structures.
“When they ‘manage’ well, employees increase their overall effectiveness, thereby contributing greater value to their supervisors and the organization,” said Beth Radtke, vice president and chief human resources officer with Ketjen, a global specialty chemicals manufacturer in Houston. , Texas.
“Managing” involves intentionally developing meaningful relationships with supervisors and upper-level management within the organizational structure. Jadon B/peopleimages.com – stock.adobe.com
How can employees implement ‘managing’ practices?
A good starting point is to understand a manager’s leadership and communication style, experts say.
“It’s beneficial for employees to ask their managers directly about their leadership style and how they like to communicate,” advises Radtke.
“Think of it as an operations manual for managers,” he said. “When employees know this information, they can tailor their approach, packaging information for their managers that they can easily digest, whether it’s in a face-to-face meeting or a weekly summary email.”
Instead, employees will learn more detailed expectations, such as how often managers expect updates and/or when to escalate any potential issues on the job, he said.
“When employees know this important information, they can provide what managers need and managers are not frustrated with too many updates or, conversely, feeling like they need to regularly follow up with employees for project status,” Radtke said.
How can employee-manager relationships develop?
Managing includes the genuine goal of fostering strong workplace relationships — and employee intentions are almost always good, experts insist.
“It’s important to note that managing is not about flattery, manipulation, bypassing managers or taking over their responsibilities,” Radtke told FOX Business.
Instead, “managing is built on the employee-manager relationship and begins with employees understanding what is expected of them.”
He added, “More than that, it’s a critical workplace relationship built on mutual trust and respect where employees feel comfortable showing transparency, courage and humility.”
“When they ‘manage’ well, employees increase their overall effectiveness, thereby contributing greater value to their supervisors and the organization,” says Beth Radtke. peopleimages.com – stock.adobe.com
Why is a good working relationship based on mutual respect so important?
Mutually respectful relationships usually promote open, honest and clear communication, says Rue Dooley, an HR knowledge advisor with the Society for Human Resource Management (shrm.org) in Alexandria, Virginia.
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“When people, managers or not, feel respected, they are, in my experience, less likely to be silent on important matters and more likely to express their ideas and concerns freely, resulting in more effective collaboration,” says Dooley.
“Respect is the basis for building trust and trust is important in all healthy relationships, maybe even work relationships, especially,” he said.
Furthermore, when people respect each other, they are less likely to have disagreements — and are more likely to approach reconciliation with a mindset toward compromise rather than escalating tension, he said.
“Basic respect is the foundation of a collaborative environment,” Dooley said.
What is the difference between sucking and managing?
Smoking has negative connotations, Dooley said.
Instead, he says, “managing refers to tried-and-proven workplace behaviors with different roots and fruits.”
Smoking or smoking chocolate is generally an attempt to gain special or undeserved praise by being the so-called “yes” person, agreeing with everything the manager thinks, says or does, Dooley said.
“The behavior is dishonest and selfish,” he said.
Managing includes the genuine goal of fostering strong workplace relationships — and employee intentions are almost always good, experts insist. Getty Images/iStockphoto
On the other hand, managing can benefit both employees and managers in valuable ways, experts say.
“Managing is showing up and supporting your manager with honest feedback to help achieve the best results for the organization,” says Vanessa Matsis-McCready, associate general counsel and vice president of HR Services with Engage PEO, based in New York City.
For example, if a manager is about to make a mistake that will negatively impact the company, he says, a non-managerial employee might automatically say, “That’s a good idea.”
Still, a true partner who manages and has the company’s best interests in mind will respectfully share concerns about any negative impact — so that managers have the opportunity to change trajectory if necessary, he suggests.
“Managing involves great communication, empathy and understanding,” says Matsis-McCready.
“It’s a win-win for both employees and managers.”
He added, “By managing, employees learn and anticipate the needs and priorities of their managers. They then use this knowledge to solve problems, meet their shared goals and help their managers achieve company goals.”
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Source: thtrangdai.edu.vn/en/
