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The duties of the manager Tutorial

What does it truly mean to be a manager? Discover the radical shift in mindset and responsibilities that accompany this role in 'The Duties of the Manager.' With key focuses on results, employee satisfaction, and policy implementation, this video unpacks the essential traits of effective leadership. Elevate your management skills and learn how to motivate your team while achieving results!

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What really changes?

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To tell you the truth,

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it's a radical change.

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Another way of thinking,

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another way of being,

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and another way of acting.

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Perhaps you thought that you'd have more power and freedom.

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Well,

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that's partially true.

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Above all,

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you will have 3 major responsibilities to manage.

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A responsibility for results,

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for employee satisfaction,

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their motivation,

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and for implementing the group's policies.

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First and foremost,

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you are responsible for the result,

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not just for your own results,

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but for the entire team as well.

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Your deliverables on which you will be evaluated are the team's deliverables.

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You will be under pressure from above

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to ensure that every employee performs effectively.

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You will have to report on every performance discrepancy.

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A manager justifying poor results by criticizing their

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employees or work environment will not be heard.

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They have to take responsibility.

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As long as a manager remains stuck in complaining and justifying themselves,

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they will be blocked in their management development.

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You therefore need to cultivate a results-based culture

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by defining objectives,

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ensuring skills,

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and applying a follow up.

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Secondly,

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you are responsible for the satisfaction of the team.

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You will be recognized as a skilled manager,

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not only if the results are satisfactory,

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but also if the teams are satisfied.

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A manager with whom we enjoy working,

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who motivates us,

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who generates trust,

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who brings out the best in us,

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that manager will build their reputation as a leader.

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It is possible to be both a demanding

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manager and a manager who generates satisfaction.

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Satisfaction because they listen.

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Because they generate motivation,

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because they take needs into consideration,

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and because they give positive feedback,

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HR departments will also be able to measure the satisfaction of the teams.

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Because there are fewer complex situations to manage,

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there is less staff turnover,

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less psychosocial risks,

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less strikes or sickness leaves,

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even during a period of transition.

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Finally,

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the last obligation of a manager is to be the representative of the group's policy.

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Maybe you have gained some leeway in your decisions and actions,

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but you are still bound by the norms,

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the rules and decisions of your senior management,

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and you are expected to take over and relay these decisions in

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order to ensure that your team lives them on a daily basis.

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You are a link in the chain of command.

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And the larger the pyramid,

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the further away you will be from the decision makers,

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which can lead to misunderstandings and frustrations.

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Nowadays,

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most companies are learning to be more attentive to their employees' needs,

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especially when implementing restructuring projects,

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but this is not yet the case everywhere.

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How do you position yourself when the group's

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policy does not correspond with your personal convictions?

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How do you communicate with your teams then?

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Today's management culture expects you to

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take full responsibility for all hierarchical decisions

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and implement them

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without sharing your doubts with your employees,

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unless this is not compatible with your values.

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As a reminder,

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there are 3 responsibilities of the manager,

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a responsibility for results,

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for employee satisfaction,

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their motivation,

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and for implementing the group's policy.

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