Managers and Organizational Development Culture

Businesses are currently moving toward efforts aimed at increasing the engagement of their managers, who will then engage the staff members who report to them. This is because engagement has had astonishing effects on a variety of business metrics, including increased turnover and decreased absenteeism. No matter what business a firm is in, managers are essential to its success. The managers’ role to improve performance expands as the organization grows in terms of size and output. Any person who is in charge of more than one person is referred to as a manager in this context (TEDGlobal, minute 12).Good managers achieved to improve the company’s performance culture by setting clear and realistic expectations, defining distinct employee roles, encouraging employee’s personal and individual growth, and creating trust among employees and the management.

Defining Employees Roles and Setting Clear and Realistic Expectations

To establish a more innovative and growth oriented cultures among employees, the manager must make it clear what is expected of them. There is still a struggle to create a robust empowerment environment for the employees that improves on the organizational performance culture. Managers should in this case:

Clarify the each employee’s role and help them to properly understand how their roles relate and work with the responsibilities of other members of staff.

Align the performance of each team to the company objectives and to the individual departmental goals.

Build a customized communication platform based on both formal and informal structures and realign as need arises.

Emphasize on the importance of every member of the team to the company’s sustainability.

Building Trust Foundations among Employees and the Management

Many managers in the region find it difficult to establish a performance culture as they fail to recognize the importance of trust among the employees and with the management. Companies in the past have neglected the basic principles to an organizational and individual development. The biggest concerns among the management have been an investment in employees would make them leave (Robbins, 78). It is very important to note that individual employee’s growth will definitely reflect to organizational growth. To achieve trust and employees’ individual performance, the managers should:

Create a continuous learning culture. They should provide knowledge, information and learning experiences required for their individual growth.

Diminish Trust Barriers. Challenges barring the management from developing employees are not lack of finances but rather the existence of trust barriers among them. The lack of trust translates to creation of internal barriers against employee development. The managers therefore must remove the barriers before moving forward to developing organizational cultures.

Engage in dialogues about strengths and talents. There must be a platform established to identify the individual talents and strengths before any form of training is recommended to an individual. This will make sure that the employee will grow in their areas of specialty and intern performs better.

Develop Mentorship Programs. Senior members of the team should be assigned to new members establishing common goals across the organization. Mentorship from the management to the members of staff helps the organization develop inter-staff links.

Conclusion

For a number of few years, companies have experienced growth for a few years and later on stagnated to their downfall. The managers are currently developing employee’s skills that help them ease management.

Businesses are currently accepting that managers have been the greatest divisive element to the minds and hearts of the employees. The employees tend to underperform in a managerial environment that is bossy (Robbins, 120). The best managers therefore build relationships with their employees yielding the best organizational culture. Whenever the employees are happy, the happiness will always translate to the growth of the institution.

Work cited

TEDGlobal. How To Make Stress Your Friend. 2013. Retrieved from https://www.ted.com/talks/kelly_mcgonigal_how_to_make_stress_your_friend (Accessed 9th August 2017)

Robbins, Stephen. Organizational Behavior. London: Pearson, 2017.