I wonder how many people managers have wished for a daily pill they could take to make leading their teams easier or at least painless?
Sadly there is no substitute for the confidence that comes from practising regular and effective people management. Leaders ‘To Do’ lists can include a mixture of practical, stretching and contradictory objectives, such as: delivering high quality outputs; exceeding customer expectations; satisfying formal obligations to staff. The trouble comes if people management is too low on the list of priorities. Quality outputs only come from motivated people who are supported by their leaders.
The complication is that members of staff come to work with their personal and family situations in tow. Sometimes those factors can get in the way of team performance. An advice piece in The Guardian newspaper’s work blog explores that complicated relationship. See what you think of the options available to the manager.