It always strikes me the difference of the worker perspective on work given the style they experience. You can have two individuals with similar issues, but one can have a whole different perspective due to that supportive and trusting relationship provided by an effective and responsive line manager. It is about the manager having the tenacity to understand that life happens, but at the same time if it is time to move on in order to facilitate growth of the individual, that this is done in a coaching manner with the person at the centre.
It is a position that people can find themselves in and there is an expectation often that this should come naturally, or there should be a persona of authoritarian or paternal approach. Management is not for everyone yet managers find themselves there, lacking confidence, that, given the opportunity to develop competence, could be encountered in a very alternative way that is of benefit to all. This demonstrates how, through the chain of escalation, that the variables could be reduced by the development of shared values and the effective provision of an active appraisal and professional development system. This does not need to be hierarchical but in a coaching and mentoring manner that allows for growth and development whilst nurturing talent in an inclusive and equal way.
So reflect on what kind of manager you are, how you would like to be managed, what are the traits of a good manager in your experience. If you think it doesn’t matter, it really does and this is observed every day in the make or break of whether workers are able to be resilient through the diversity of life and work or struggle.
Jane Cadman - Here are my thoughts, observations and insights...