{"id":2960,"date":"2016-07-05T21:35:23","date_gmt":"2016-07-05T20:35:23","guid":{"rendered":"http:\/\/blog.small-improvements.com\/?p=2960"},"modified":"2016-07-05T21:35:23","modified_gmt":"2016-07-05T20:35:23","slug":"start-with-caring-hr-experts-share-powerful-manager-tips","status":"publish","type":"post","link":"https:\/\/www.small-improvements.com\/blog\/start-with-caring-hr-experts-share-powerful-manager-tips\/","title":{"rendered":"Start with caring: HR experts share powerful manager tips"},"content":{"rendered":"

Managers account for 70 percent of the variance in employee engagement, according to a recent <\/span>study<\/span><\/a> by Gallup. \u00a0With so much riding on the success of our managers, we’ve kicked off conversations around the world to learn how we can help with hands-on manager tips.<\/span><\/p>\n

Our latest panel session in San Francisco, brought together HR leaders from Bay Area innovators such as <\/span>Reddit<\/span><\/a>, <\/span>Pinterest<\/span><\/a>, and <\/span>Disqus<\/span><\/a> to share what they\u2019ve done in their organizations to help managers grow. Read on for some of the key takeaways from this panel session.<\/span><\/p>\n

What does a great manager look like?<\/strong><\/h3>\n

Great managers come in all shapes in sizes. Whether introverted or extroverted, experienced or new to leadership, impactful managers share common traits that all begin with caring.<\/span><\/p>\n

\"GA_SI_panel_discussion_May_2016_IMG_9071\"<\/p>\n

They have empathy<\/b><\/h4>\n

Mica<\/span><\/a>ela McDonald<\/span><\/a> is a people manager at <\/span>Pinterest.<\/span><\/a> Her first manager tip is that \u201chaving empathy, really caring about people and being able to build trust is one of the most important aspects of being a great manager.\u201d<\/span><\/p>\n

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They follow-through<\/b><\/h4>\n

\u201cFollow-through is the biggest managerial trait that I find myself trying to teach,\u201d said <\/span>Kim Rohrer<\/span><\/a>, Director of People Operations at <\/span>Disqus<\/span><\/a>. \u201cYou can have all the empathy in the world but if you don\u2019t do anything with that empathy, you\u2019ll lose the trust of your employees.\u201d<\/span><\/p>\n

Bob Lehto<\/span><\/a>, an HR and Talent Acquisition leader, seconded that notion. He described how important accountability becomes in a managerial role. \u201cYou need trust in your team, but you also need a level of accountability and the ability to give\u00a0feedback to course correct when necessary,\u201d he said.<\/span><\/p>\n

They match skill with function<\/b><\/h4>\n

Katelin Holloway<\/span><\/a> is the VP of People and Culture at <\/span>Reddit<\/span><\/a>. She explained, \u201csome of the best managers that I\u2019ve worked with are really incredible matchmakers. Not just in terms of finding the right chemistry but also in being able to match skill sets. They have enough technical depth in the function they\u2019re managing to match the appropriate people\u00a0with the skills sets necessary to tackle the problems,” she said.<\/span><\/p>\n

\"GA_SI_panel_discussion_May_2016_IMG_9058\"<\/span><\/p>\n

How can HR support <\/b>managers?<\/b><\/h3>\n

From training programs to resources, there are tons of ways that HR can help to support managers. While nobody has it perfect, there are places you can start. An initial\u00a0training program, providing helpful resources and having individual “check-up” <\/span>meetings with managers are excellent beginnings.<\/span><\/p>\n

It all starts with listening<\/b><\/h4>\n

\u201cDon\u2019t fall in love with the solution, fall in love with the problem,” said Bob. \u201cIt all starts with listening.\u00a0So often, we come into meetings with a hammer or saw. With experience, we get more tools in the toolbox that we can apply to a solution. But first, you need to truly listen to understand what the problems are.\u201d<\/span><\/p>\n

Don\u2019t wait for managers to come to you<\/b><\/h4>\n

\"GA_SI_panel_discussion_May_2016_IMG_9154\"At <\/span>Reddit<\/span><\/a>, \u201cHR does monthly 1:1s (one-on-one meetings)<\/a> with all of our managers. In that session, we cover things that we want to know about,\u201d said Katelin. \u201cWe ask them, \u201cwho are your\u00a0<\/span><\/span>rock stars and who is\u00a0struggling?\u201d <\/span>The initial manager training isn\u2019t enough. The job of HR is to make the manager\u2019s job easier and you can’t help if they don’t talk to you.\u00a0The conversation will become healthier and more natural when you\u2019re doing it frequently.\u201d<\/span>\u00a0<\/span><\/p>\n

What makes a great 1:1 meeting?<\/b><\/h3>\n

There was a joint consensus that the most important aspect of a 1:1 meeting was ensuring that you\u2019re actually having them. Other manager tips included being emotionally present, allowing the employee to drive the meeting and\u00a0putting structure around the conversation.<\/span><\/p>\n

Set dedicated time<\/b><\/h4>\n

\u201cDedicating thirty minutes to somebody every week and listening to what they say is extremely crucial,\u201d said Micaela. \u201cIn those moments you can accomplish so much, identify any budding misalignment, connect with your report and let them know you\u2019re there for them,\u201d she said.<\/span><\/p>\n

“Make it sacred time,” said Bob. “Anything else could move on my calendar with the exception of 1:1s. It\u2019s really about being present for them. Sometimes that means being there emotionally, sometimes it can be more tactical. Regardless you\u2019re there to empower that person within a dedicated meeting time,\u201d he said.<\/span><\/p>\n

Provide structure<\/b><\/h4>\n

\u201cWhen I started doing 1:1s, I found that they either became very conversational or very tactical. I found it useful to have employees send me a simple, structured, email before our meeting. The email would answer a few questions such as: here\u2019s where I need your help, here\u2019s what I\u2019ve accomplished this week, here’s what else I’d like to discuss,\u201d said Katelin. It’s beneficial to provide a very basic framework, whatever that looks like within your organization, to make the conversation productive.\u00a0<\/span><\/p>\n

Keep ’em spicy<\/b><\/h4>\n

\u201cI have a\u00a0<\/span>google doc of 1:1 feedback hacks<\/span><\/a>. Along with a few basic\u00a0questions to get the conversation started, it also includes a list of questions to “spice up” your meetings,\u201d said Kim. \u00a0\u201cIt\u2019s important to have an open space to talk about your challenges in a safe way. You\u2019re not necessarily looking for a solution. In fact, sometimes you have to preface the meeting by saying, \u201cI just need to vent now!\u201d But being really clear about what you want to get out of each meeting will help drive the conversation in the right direction.”<\/span><\/p>\n

Manager tips: What’s your best piece of advice for new managers?<\/b><\/h3>\n

We asked the HR experts at our panel “If you could offer one tip for new managers, what would it be?” Here are the manager tips they shared:<\/p>\n

Bring the water <\/b><\/h4>\n

\u201cEverybody dreams about being that person who people follow into the fire. Instead, be the person who has the water and smoke detectors. Start with follow-through and grow from there,\u201d said Micaela.<\/span><\/p>\n

Be curious<\/b><\/h4>\n

\u201cBe curious. You don\u2019t know what you don\u2019t know. Often, you’re unconsciously incompetent. Eventually, you\u2019ll reach that nirvana of being a great manager but, in the beginning, just be open and curious,\u201d said Bob.<\/span><\/p>\n

Manage expectations<\/b><\/h4>\n

\u201cRemember this is not a popularity contest,\u201d said Katelin. \u201cManaging expectations will earn you the most trust in the long run. Don\u2019t promise things you are unable to deliver and don\u2019t feel like you need to have every answer in the moment. By managing expectations both emotionally and tactically, you\u2019ll gain the trust of your employees.”<\/span><\/p>\n

Want more manager tips? Check out the full panel session recording below.<\/p>\n