New Manager Communication Skills – Never Underestimate Your Influence

by | Aug 4, 2017 | NEW MANAGER TRAINING | 0 comments

Our message about new manager communication skills to those transitioning to management: Never underestimate your power to guide and motivate your team to succeed. And on the flip side, be fully aware that bad managers can have the opposite effect…a team with low morale, low productivity and low engagement.

Knowing how to manage well can make a huge difference to your organization. You need to do it right!

What being a new manager entails
Think of all that managers are expected to accomplish. New managers are in charge of taking plans into action. New managers are the ones to get employees on board with company strategy. New managers oversee and are responsible for smooth operations day-to-day.  And new managers are the links between senior leaders and the workforce. A list that is truly daunting for someone who is trying to transition into a management role! But there is help…

According to Gallup, as much as 70% of the difference in the level of an employee’s engagement is their relationship to their manager.  And what is the skill that underlies both the ability to effectively handle the many roles of managers and to enhance just about any personal relationship?

Effective communication.

And effective communication means that you must build, coach and reinforce new manager communication skills early and often.

A recent study conducted by the ATD (Association for Talent Development) agreed. They found that the top skill related to success as a new manager is communication.

New managers need proper new manager training…one that teaches you the new manager communication skills you need to communicate effectively up, down and sideways to support your team.

3 Tips on Communicating for New Managers
The best managers make a sincere effort to get to know their direct reports and they show that they care about their wellbeing and success by:

  1. Meeting on a regular basis
    Weekly one-on-one meetings need not be lengthy. Most often they are touch points to check in on how things are going. But if they are regularly scheduled, you are more likely to learn about problems before they get out of hand. Or to provide support with development opportunities or additional resources as needed. Or to address questions that, if unanswered, could cause misunderstanding, delays or missteps.
  2. Providing timely and constructive feedback
    Giving your employees frequent feedback is the best way to encourage desired behavior. When you can provide correction and support in small doses, employees are much more likely to make the appropriate behavioral changes. Show that you value and appreciate their contribution by helping them grow with your sincere, specific and timely suggestions for improvement.
  3. Using language that motivates
    Whenever you can, keep the vision of success in front of your employees. Use compelling language to inspire them to work toward the team and company goals. As a coach and cheerleader, stay upbeat and encouraging. As milestones are reached, celebrate them. No, you needn’t be a Pollyanna but use obstacles as an opportunity to learn…then move on.

As a new supervisor you have a great responsibility but you also have a great opportunity. Make sure you get the training in management and communication skills so you become the best you can be. This is the way to lead your team to success and thus support the goals of your organization.

To learn more about communication skills required to succeed as a new leader, download Effective Communication Skills – The Essential Ingredient in Any Interaction

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