Being a manager is a lot like driving without a GPS.
It’s fine when the route is familiar – but if something unexpected forces you off of that path, it can make you feel lost, confused, and frustrated.
Siri? Hello? Help.
Whether you’re a brand-new manager or a leader with years of experience, you’re not alone in finding the path forward. Your HR team is always there to help you navigate complex situations – like giving constructive feedback, talking about compensation, and balancing your team’s priorities with your own workload.
Here, we’ll prove it. Read on for four simple (but super-effective) leadership strategies, direct from the RV HR team.
1) Be intentional with communication.
More than ever before, today’s workforce values transparency and honesty in communication. When speaking with your direct report, make sure that you are being open with them and giving feedback directly. This will help build trust with your direct reports.
A great way to start building that crucial relationship is during your dedicated time together in your weekly 1:1. During this time, you can check-in on their workload, create clear expectations, provide helpful business updates and solicit feedback on how you are doing as their manager.
Pro Tip: If you get a question and you aren’t sure of the answer, consider saying “I don’t know, but I promise to follow up with an answer soon.”
2) Hold that performance bar high.
If you begin noticing performance gaps with one of your direct reports, it’s crucial to get in touch with your manager as soon as possible. The sooner we are able to partner on solutions, the better chance that your direct report will be able to succeed in the long term.
For driving performance of all levels, providing consistent, meaningful feedback is key. If someone did a great job, tell them! If someone missed the mark, tell them! Only hearing constructive or positive feedback during Reviews isn’t an effective way to manage or drive meaningful changes for your direct reports. Feedback is an integral part of a performance-driven culture, so make sure that you are doing your part year-round.
3) Demonstrate good judgement.
CEO Ric Elias once said, “Our culture is what we tolerate.” As a leader, your actions (or lack thereof) have a direct impact on the culture of your team AND your organization. It’s your job to hold yourself and your team accountable to your company’s values – and keep an eye out for any behaviors that don’t match up.
And while it’s increasingly common to wear jeans to work, even ‘casual’ work environments like ours need leaders who are committed to professionalism and inclusion. Our managers are expected to lead by example, and to reflect our beliefs in their actions every day.
4) Know you’re not alone.
You are not expected to have all of the answers. Or even most of the answers, especially when it comes to things you’ve never encountered before. If you come across something that you aren’t sure about, like a question about leave, or our PTO policy or our stance on Work-From-Home, connect with your manager and your HR Team to get the right answer.
To sum it up:
Being a manager isn’t always easy, but you are always supported! Keep your focus on building trust with your team and excelling in your role. When in doubt, use your HR Team and your manager as resources.
Want more insight from the Red Ventures HR team? Read VP Josh Tarr’s take on trendy office perks (like goat yoga) – then spend a day with Jamie Oppenheim, the Human Resources Business Partner who supports our Cards and Banking verticals.