Penna Consulting : What are the traits of good management?

Good management is easy to identify when you are looking through an employee's lens. When it is good, it is something we all want to be a part of. But when it is bad, it can be hazardous for an entire organisation. So, we have summarised the consistent factors that demonstrate what good looks like and the impact of good management on the health, wellbeing and performance of an organisation.

• Clear and relevant vision and values: The organisation must have a clear purpose and values which must be embedded and 'lived' by the leaders and managers. Vison and values have to be more than words on a page as they direct how the organisation operates and should be evidenced in all areas of activity.
• Authentic and personal leadership from the top: All hands should be on deck to ensure that the organisation's direction is clear with everyone working together through good and bad times. Inspiration could also be achieved by driving change across individual teams as well as the organisation. Examples are joint strategic planning and regular operational interactivity as well as the recognition of needing to support development at all levels.
• A focus on quality leadership and management skills: The ability to recognise that good leaders are made and not born coupled with ensuring that the right hires are made in the first place with talent been continually managed and nurtured.
• Connecting people to the plan: Investing time and patience in the art of connecting employees to the big picture, through good diligence and well thought through employee programmes. From the obvious appraisal, to performance management framework, and/or simple but effective business briefings and communication methodologies (skype, webinar, regular face-to-face meetings). It is also worthwhile to invest in the skills of top managers to help them communicate, coach, have courageous conversations and to be self-aware about their impact on others. Regular employee communications, away days, workshops also enhances the level of engagement.
• Performance and recognition celebration: A real shift in performance can be achieved by paying attention to poor performance, recognising good work and celebrating success. Recognition awards, annual events and even simple thank you cards and employee of the month awards are all ways to celebrate success. The human aspect however continues to play a key part in making a difference between good and great. A worthwhile investment is the 360 degree feedback used to measure management impact and effectiveness; it also helps to demonstrate that management impact is an expected behaviour and not a 'nice to have'.
• Changing culture and ways of working: Changing the style and times of working by adding more flexibility, mobile working, hot-desking and use of technology are all helping to shape the workforce.
• A strategy for the workforce and a commitment to talent management: It is important to emphasise workforce planning, talent strengths, potential and skills. Being able to identify what the future workforce would broadly be, the skills needed and what type of talent development or attraction can be used to fulfil their needs.

Organisations need to undertake a gap analysis to identify where they fall short as the inability to effectively demonstrate the factors above can hinder growth opportunities. Alternatively driving management towards these key points can ultimately give your organisation the fighting spirit that gives the competitive advantage needed to thrive.

Julie Towers,
Managing Director of Recruitment Solutions