Be a Mentor not just Manager !

Introduction: Manager role is very critical in any organization, so it is very critical to ensure the effectiveness of the role is treated as priority. With the ever-evolving world, the role of a manager must be now act as a "Mentor", "Guide", "Empathetic Leader". This small article will give some Insights on what a manager can do better to act as a Mentor to his/her team.

“A mentor is someone who sees more talent and ability within you, than you see in yourself, and helps bring it out of you.” — Bob Proctor

Post Pandemic Era: With the corporate world coming back to new normal and the future of work is Hybrid in nature, it is very important that the change management happens by keeping in view of employee experience and mental wellness. Here comes the necessity and importance of the manager role - Having Empathy as one of the critical ingredients is the key. As a Manager, Team members must be like a family and as a Leader it is very crucial for them to motivate, Inspire, and embed trust factor among the team members and encourage the Innovative and Positive work culture for mutual growth of employees and Organization on the Long-Term perspective.

Few Tips for Managers to act as a Mentor:

1. Have clear understanding of Team Demographics: As a manager, the first step is to understand the team members considering the fact D&I (Diversity and Inclusion), Different culture, Competency and Capability, Skills and Knowledge, Experience and Expertise.
2. Embed Trust and Transparency Factors: Building trust factor and keeping transparency in communication, Verbal Vs Actions is very critical. Never do over promise and be practical, realistic while proving Project allocations, Promotions, Growth Options, Set the realistic expectations and guide where needed to motivate the team member(s) achieve success
3. Create Platform for Learning: Continuous Learning is the key. With the disruptive technologies around us, it is very critical for managers to provide opportunities for learning to the team and also share knowledge, tips and expertise that can help team deliver the tasks with more efficiency and effectiveness. Upskilling is topmost priority
4. Avoid Micro-Management: Whether the work model is Hybrid or Virtual or Office based, Manager must avoid micromanaging the team. Give freedom to the team as a choice with responsibility in terms of the tasks, Projects. Mentoring the team where needed will help them achieve more. Create space for Innovation, Problem solving opportunities, Change Management to ensure effective process workflow and enhance customer experience using technologies and tools.
5. Break time / Off time is key: To ensure the mental wellness of the team, Managers must ensure they plan the tasks and project allocations, resourcing by keeping some break-time in between. This space will help the team to regain the energy, positive mindset, curiosity and Critical thinking ability. Giving tips to team about how to ensure proper mental health, Good Habits, Meditation, Yoga etc., Technology can also be used like Apps that can monitor the team pulse checks, Emotions, Physical and Mental well-being, to ensure healthy workplace
6. Regular Connect/Check-Ins is Critical: Team connect must be top priority and ensure the check-ins and feedback mechanism is continuous practice. Manager must guide the team members with the tips and direction for growth and personal development, career development. Recommending learning and trainings to upskill the team is very critical aspect which must be regular process.
7. Handling the Performance curve: Manager must have clear insight about each team member compensation, Skill mapping, Capabilities and Role criticality in addition to external market trends to ensure fair pay for performance and Pay transparency elements are considered without any discrimination, Biasness etc. For High Performers proper promotional options must be looked into considering their aspirations and passion for the job roles. While dealing with Low performance, manager must define clear plan of action for improving the performance by recommending critical soft skills, On-the-Job, training programs to shape up the individual perform better gradually. Mentoring such team members must be on the top priority list, for Average Performers it is very important to identify potential gaps which can be filled and make them succeed further.

Conclusion: #bharathspeaks Last but not least, Manager must be the key driver and enabler of organization values, vision and goals. They must contribute by driving critical change management in the organization by ensuring positive workplace culture and growth strategies on continuous basis. Keep the team motivated, Inspired and feel the sense of belonging all the time.