I am running a few posts on the this topic of modern day people management. I’m starting today with how you must treat people individually but with an even hand.
Today a manager has to talk more, take feelings into account more than ever.
Car park conversations of old have, thankfully, been replaced. It’s more a formal or coffee machine conversation today.
Often, managers have to do things themselves. This is because it takes more time and effort getting individuals to do the task.
Across my career, I have often heard phrases like “I treat people the way I like to be treated.” Also, “I talk to people the way I want to be talked to”.
These phrases, while well intentioned, are no longer considered ideal management language. This is mainly because they assume that everyone has the same preferences, communication styles and needs.
Here are some other reasons that they are no longer relevant for today’s managers.
No Personalisation.
People have different personalities, backgrounds, and communication preferences. A manager who applies their own standards to everyone can fail to connect with diverse team members.
Effective leadership requires understanding everyone’s preferred way of being treated and spoken to, rather than imposing a single approach.
Cultural and Generational Differences.
Different cultures and generations have distinct expectations for communication and leadership styles. For example, some employees will value direct feedback, whilst others will prefer a more diplomatic approach.
A one-size-fits-all method often leads to misunderstandings or disengagement.
Emotional Intelligence (EQ) Matters More Than Ever.
Good leadership involves empathy—understanding others’ emotions and adapting your communication to support the individual.
Managers who simply treat others how they personally want to be treated? They can lack the flexibility needed to build strong relationships.
Shifting Focus to Employee-Centric Leadership
Modern leadership places emphasis on a “servant leadership” approach. This is where managers support and empower employees based on their needs. These are not just the manager’s preferences or the need for results.
For the more ‘seasoned’ leaders, this continues to be a challenge to adapt to in today’s workplace. I’d not heard of it until recently but, as a coach it hasn’t been too much of a stretch. But it is a change managers must adapt to.
Delivering bespoke support and communication to each individual fosters a more inclusive and productive workplace. This takes us to the next reason.
Better Employee Engagement and Performance.
Employees feel valued when managers recognise their unique preferences and adjust their leadership style to better support them.
A personalised approach will lead to higher engagement, productivity, and greater staff retention.
In today’s workplace, successful managers move beyond their personal preferences. They focus on adapting their communication and leadership style to fit the diverse needs of their teams.
That’s how results are achieved.
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