Live from #LASHRM14: How to Communicate Like a Modern People Manager
It’s no secret good communication skills are something every manager needs. But, there’s a certain type of communication that separates the average manager from the modern people manager, says Kris Dunn, talent agent and partner at Kinetix.
In Dunn’s keynote speech “I Come from the Water (The Evolution of the Modern People Manager)” Monday at the 2014 Louisiana Society for Human Resource Management Conference on Human Resources, he explained “the real evolution of the modern manager is about performance art -- and the ability to facilitate distinct conversations with the people they manage in an authentic, free flowing, believable way.”
If managers want to meet modern employees’ needs through strong communications, they first need to establish trust and they can start by helping build their employees’ portfolios, said Dunn. “For employees, a portfolio ensures that after a years work, they have something to show for it.” It gives them an opportunity to see their results and if it comes down to it, equip them with a tangible representation of their work to show potential new employers.
But, the important aspect of helping employees with portfolios is that “employees will trust their managers because they are helping them build something,” said Dunn.
Put Your Words in the Right Order
Once you’ve earned your employees trust, the next step is to work the way you structure your conversations to make them effective. How managers order their words and lay out the structures of their conversations communicates their intentions to their employees, said Dunn.
Take this example of a good way a manager could talk to employees:
“I’m not here to just [pester] you to get results. I’m here to make you better, so you’re going to have fun, make more money over time and accomplish your career goals while we get results for the company.”
“The ordering is important,” said Dunn. Based on the ordering of your words, you will either be interpreted as authentic or inauthentic, as a manager who honors your employees’ needs or one who rolls over them, as a manager who looks for a win-win or one who only pushes for results.
Using the example provided above, Dunn explained having conversations with your employees that not only communicate interest in business results, but also interest in their professional development is highly effective.
It’s about the relationship between employees and their managers, said Dunn. “The only culture that matters and that’s sustainable is the micro-culture that exists with your manager.”
Always Consider Your Employees
“In every conversation, managers need to be able to contrast what good looks like versus what great looks like,” said Dunn.
Modern people managers -- career agents -- are always working to get their employees more. So, they say, “lets talk about your performance” and couple that with the intention to help their employees improve their performance to reach their career goals while also helping the company meet its goals.
When you’re ready to sit down with your employees, keep the conversation free flowing and give up control of any one-on-one meetings, said Dunn. “Stop trying to control the one-on-one and ask the employee to bring up topics.”
Create trust and build an authentic relationship with your employees by releasing some of the formalities frequently found in meetings and by encouraging them to speak about the topics they care to talk about.
Need help developing your company’s leaders into modern people managers? Consider Success Labs executive coaching.
Success Labs is a full-service, strategic organizational and leadership development company located in Baton Rouge, La. For more than 25 years, our expert team of consultants has worked with hundreds of companies to explore their business potential and improve their company and cultural performance. Contact us to get proactive about your people strategy.
