If You Can’t Answer “Yes” to These 8 Questions, Your Manager Needs To Do More To Support Your Career
Managers expect a lot from their employees, but let’s turn it around: what should employees be expecting from their managers?
Whoever manages a team doesn’t just manage their to-do list, targets and professional roles — at the end of the day, they’re dealing with people. And we all come with our own list of demands and needs, both inside and out of work.
It’s time employees were put first. Not out of greed or to be spoiled, but to become more efficient, productive, engaged employees. Here’s how your manager should be supporting your lifestyle and helping you achieve your career goals.
1. Are they offering valuable wellbeing perks?
A lot of times, managers get well-being in the workplace all wrong. Let’s set one thing straight: well-being can never be managed or established in only one place. If you want your employees to feel great at work, take care of them outside of work. Let’s break down what well-being is all about, first.
A trait so often overlooked in identifying true leaders.
Warren Buffett, chairman and CEO of Berkshire Hathaway, has wise hiring advice for companies seeking good leaders.
While you may think his advice is firmly entrenched in the common sense camp -- I mean, it should be a non-negotiable requirement when hiring for top leadership positions, right? -- it's often not common practice. Buffett once said,
We look for three things when we hire people.
Last week, a client asked me, “How can I delegate more effectively?” It made sense that she wanted to dig deeper into this. Delegation is a superpower for leaders — it’s one of the most powerful ways to scale yourself and your impact. I strongly believe: great leaders delegate better than average leaders.
Part of this is causality, though. If you don’t delegate, you’re probably going to burn yourself out as an average leader and never finish the journey to becoming a great leader.
In some ways, delegation was always one of my strengths. But it was also something I leaned into too much once in a while. I was quick to pass on responsibilities and give others opportunities, but it was sometimes a scattershot approach. And it didn’t always come with the clear guidelines and support that makes delegation effective.
So, where is the balance? How can we unlock this deep well of efficiency and effectiveness? Like most leadership topics, it begins with the leader.
1. Address Your Own Control Issues
Self-Help Book / Personal Development