Call us on: +44 (0)1271 337 110

Annette Quinn How to be a manager that people want to work for

As a management trainer I run various courses for numerous companies and have come across a lot of new managers and experienced managers. Of all the courses I run though, I love first line management the best. Delegates are either relatively new to their job or have been in the job a while, but didn’t receive any training.

I like the fact that, for most, the training isn’t about telling them what they are currently doing is wrong, but that it is mostly right and all that is needed are a few tweaks here and there to make them more effective. There is rarely the ‘perfect manager’, but we can aim to be the best that we can.
Managing absence easily and productively

If you have been on a course or run courses, you know that most delegates leave the course motivated and excited. They quite often feedback to me that that their manager should attend the course! In many organisations it is often the case that their manager probably has attended this type of course and probably left saying the exact same thing!

We have a discussion around it, talking about the usual issues in the current workplace, but through the chat it’s not the usual bug bears, like not carrying out performance discussion regularly, or not holding team meetings every week; it seems that managers are lacking basic manners! They rarely see them, everything is done via email, when they do see them, it’s only to criticise and even then not even a hello.

One course delegate told me that his manage hadn’t spoken to him in 3 weeks. However, he then corrected himself, by saying, “oh he did, he asked me to move my car” Though, in this short exchange there was no “hello, how’s things going”.

So what happens? Why do so many managers go from wanting to get the best out of their people, to someone that doesn’t even say good morning to their staff?

That is a tough question and one I don’t have the answer to, as it all comes down to some internal motivation. However, what we need to remember is that we are all human and humans need interaction. We also need to remember that there is a certain standard of behaviour expected of us at work and that is remembering our manners, for want of a better word.

So, over the next month I will posting a series of blogs that will discuss the little things that make a difference; not the great leadership traits, but simple, everyday behaviours that can make you the manager that people want to work for.

During this time, I’ll also be running a management webinar, to give you even more of an insight into successful management.

To stay in the know about these blogs, tips and the live webinar, and to make sure you don’t miss anything, sign up to our blogs below.


Annette Quinn, Performance Management Facilitator

In my series of blogs I will be taking a look at performance management, in particular Time Management, and providing tips on how to develop your skills.

Follow @BrayLearning

Copyright © 2016 Bray Leino Learning

Tagged in:

Other posts you may be interested in

/Stephanie Morgan Has leadership development turned into a balancing act?

Wednesday October 31, 2018

Leadership is a global hot topic right now - from women’s leadership, the need for leaders to create a sustainable future, to the effects of five different generations on the workforce, it seems that leadership is being pulled in several different directions. This leaves L&D dealing with a balancing act when it comes to creating a learning solution that responds to all the challenges a leader might face.

Read More

/Stephanie Morgan Prioritising soft skills – isn’t it about time?

Wednesday August 22, 2018

It’s likely you are already starting to notice a shift in demand for soft skills training in your organisation. And we think it’s about time. Organisations able to perform in areas such as communication, collaboration and emotional intelligence are likely to experience two times the growth, profitability and success compared with organisations lacking in those areas.

Read More