Page 26 - TITO Employee Engagement Guide v25
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in   of        it  get   to  Such  good  open  and  For  a  how  word,  giving  being  body  These  skills.  huge  world  both.  you
                 shift  working  people  factor  Managing  making  and  relate  authentic,  honest,  too.  is  so  includes:  a  respect,  Managers  transition

                 the  based  process  human  others.  credible,  mannered  ask!  there  -  spoken  bias,  their  tone.  is  it  digital  across  are  -

                 on   the  However  the  way.  –  together  with,  in  being:  patient,  adaptable,  helps  huge  and  This  and  listening,  of  aware  their  communication  others  and  legitimacy,  If  them
                 emphasis  project  where  defined.  -  tool  the  in  facilitating  work  interact  interest  empathic,  diplomatic,  well  flexible,  humour  a  is  it  premium  communication  crucial.  written  recognising  actively  being  of  and  real  consistent  build  people.  people  support  role?




                 of  agile  well  gets  and    include  proactive,  of  others  is  and  importance  strong  easy  the  in  be  to  to  engage  engaging  appropriate
                 lot  with  toolkits,  delivery  and  to  Managers  trusting,  sense  and  a  the  is  live  be  and  to
                 a      is  a      people    genuine  sensitive,  approachable,  at  constant  communicate  in  feedback,  the  to  this  need  will  in
                 been  management  people  than  done  enabling  how  a  attributes  decisive,  A  easy  is  always  for  articulate  persuasive,  negotiate  plus  some  people  skills  motivation  enough  more

                 has  SCRUM  more  things  about  for  done.  about  have  supportive,  compassionate,  encouraging.  this  is  constructive  to  contribute  for  people  outcome  pivotal  new  a

                 There  task  and  managing  are  gets  is  easier  things  is  It  and  people  judges,  minded,  some  Time  demand  managers  being  being  willing  language  all  Again,  ask!  Nowadays  –  The  trust,  are  investing  into





                 Line  the  survey  the  focus  under  spend  this  busy  to  team  coach  projects  project  and  vital  huge  with  often  over  task  often  role  role  better  the  that  project
                   of         employee    hard      a       flux  these    firefighting.  win  the  need  changes  a  and  management
                 that  70%  have  They  initial  the  suggest  to  bridge  to  too  as  too  more  is  want  towards  line,  in  is  Work^Life.  create  Managers  on  and  diverse  can  through  and  focus  yet  and  but  the  skillset,  role  beliefs  of


                 suggested  least  at  for  engagement  businesses.  the  be  should  enhance  they  yet  planned  development  seen  are  seems  there  flatter,  employees  and  shift  The  their managing  role  The  redefining  on  era  new  can environments  for pressures  emphasis  juggling  urgency  where  Productivity  business  zone;  experience  make  to  support  broader  a  team  new  behaviours/  the  hierarchical  modes







                 recently  account  employee  in  across  and  role  to  seeking  And  companies  skills  on  they  Maybe  just  it  or  are  work  project  judge.  a  Managers  upwards.  and  working  are  a  for  roles  based  workload  unintentional  usually  are  needs  the  is  comfort Managers  dramatically.  vital  have  and  time  means  This  their  of  of  go  let  more  a  with  traditional  and





                 Gallup  Managers  variance  scores  pivotal  when  experience.  of  15%  money  gap.  already  achieve.  Organisations  based  than  more  sees  teams  companies  enabling  Project  and  time  an  Managers  conflicting  importance.  management  the  changing  is  Managers  models,  required.  understanding  to  ability  come  style  management.





              Managers  Matter                                                                                     26
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