A culture of feedback sounds simple enough, right? In reality, it takes a delicate balance to create one, and if implemented thoughtfully, the returns are limitless for any manager’s team.
It’s noisy out there for HR and People teams right now. Every week, a new headline or buzzy trend hits LinkedIn about where HR and People teams should be focused – notably, the “greats” (resignation, reshuffle, refocus), the “quiets” (quitting, firing, etc), the four-day work week… the list goes on.
As a manager, how do you know if your team is psychologically safe under your leadership?
If you haven’t heard about situational leadership, here’s your wakeup call.
As a manager, your main job is setting your direct reports up for success. At The Mintable, our main job is helping you get there. 1:1 meetings are without a doubt, one of the best tools at your disposal. These meetings between manager and report are sacred, dedicated, recurring times where the sole focus of the discussion is making sure the employee has everything they need to be successful.
At The Mintable, we know from experience that HR/People/Culture teams and the managers they work with have a million and one priorities.
The transition from individual contributor to new manager can be really hard.
When we hear the word ‘leadership training’ we often think of leadership programs specific to the C-suite – the big bosses in the shiny window-filled offices on the top floors.
In this month’s Expert Speaker Series for our Mintable Managers we talked about building connection and driving wellbeing with Roberto Martinez, Human Resources Business Partner at Etsy and formerly Director of diversity and inclusion at Rhino.
Death, divorce, menopause, miscarriage, infertility, burnout and mental ill-health. These are just some of the challenging life situations that managers are helping their employees deal with every day. And this is in addition to being tasked with the more traditionally recognized aspects of the role – like managing team performance, meeting targets, and driving bottom line growth. Basically, our managers are stretched and desperate for support.
When managers join The Mintable, they become a member of our global community – a place where they can connect with a mindhive of their peers for advice and resources, and to talk through the tricky stuff, ensuring their development never ends.
In this blog series, we shine a spotlight on managers from our community. Being a manager is a tough job aaaaand it’s a really meaningful one. Some of us have been lucky enough to have a manager who changed the trajectory of our careers.
For many managers, the last few months have been a particularly brutal exercise of navigating layoffs.
Employee offboarding is often considered to be the end of an era between employer and employee. But it can also be the beginning of an entirely new relationship with the departing employee – if their manager handles the transition like a boss.
At The Mintable, we focus our training on the moments where managers have an outsized impact on their teams and business performance. A key place where this happens is during key moments in the employee lifecycle. Think – hiring, onboarding, retention, and offboarding.
Managing a high-performance organization in today’s environment is no easy feat, in fact we’d argue it has never been harder. But when organizations have the right people strategies in place to develop happy, engaged, tenured employees, strong customer engagement and a healthy P&L follows. So how do we do this, and how can we enable our people managers to drive strong, thriving teams?
The Mintable recently launched a new membership feature – The Mintable Expert Speaker Series. We’re bringing some incredible speakers to our community who have real-life experience and know how to inspire, inform, and educate managers on what matters most.
At The Mintable, our manager training focuses where managers have an outsized impact on their teams and the performance of your business. The first focus area is when managers are making leaps in their own development, like when they’re promoted from Individual Contributor to Manager. Our four-week, cohort-based accelerators, Manager Foundation and Manager Progression, give managers the core soft skills to succeed at those inflection points, and the tools to implement them after the training.
In this blog series, Manager Moment, we shine a spotlight on the awesome managers in our community. Being a manager is a tough job aaaaand it’s a really meaningful one. In fact, some of us have been lucky enough to have a manager who changed the trajectory of our careers.