Supporting Line Managers: The Key to Thriving Workplace Cultures

Have you ever been inspired or demotivated by a line manager? Either way, you’ll know the impact that relationship can have. In many ways, how we experience the organisations we work for is influenced by our line managers. Ask anyone what they think of the culture where they work, and they’ll probably base their reply on the quality of that relationship. Line managers and workplace culture are closely linked.

Not for nothing do we hear the phrase, “I joined the organisation but left because of my line manager.” This highlights how crucial line managers are in shaping workplace culture. When it comes to creating an environment that inspires your people to stay and do great work, a lot rests on their shoulders. The line manager is so influential that it’s often how your people will judge your culture.

This is why I believe our line managers deserve support. Given their influence on engagement, retention, productivity, and motivation, it’s not only fair but a wise investment to make.

This article isn’t about what makes a good line manager; it’s about what needs to be in place to support them in becoming great line managers.

Line Managers Need Role Models Too

If you want your line managers to inspire and influence, your own leaders need to do just that. We often model the behaviours of those we respect and admire. Some of the best leaders I’ve worked with set excellent examples. Your leaders should show interest in their managers, taking the time to share the big picture and purpose behind where the organisation is going. They should be accessible and approachable for everyone. Sessions dedicated to sharing the vision with line managers will, in turn, help them inspire their teams.

Allow Your Line Managers to Fail

This might sound strange, but allowing line managers to fail is essential for their growth. If they view mistakes as learning experiences, they’ll be more understanding when their own teams make errors. A learning culture encourages line managers to take risks, try new ideas, and feel empowered while learning from those mistakes. In contrast, a blame culture can be negative and demotivating, potentially leading them to blame others. No one wants a line manager like that.

Give Them a Road Map

In other words, provide a development plan. If line managers don’t know where they’re heading, it’s hard to expect them to lead their teams effectively. Helping them develop equips them to do the same for their team members. This is another benefit of a culture that invests in learning. For line managers, their development plan should include guidance on managing teams and getting the best out of their people. Regular reviews of their plans are crucial to meet their changing development needs. Don’t let them gather dust!

Invest in Coaching and Mentoring

Especially for first-time managers, a little help from someone more experienced can provide the confidence they need to become great line managers. A line manager who lacks presence can quickly see their credibility questioned. This isn’t good for them or their team. Investing in an external coach or mentor can be a wise move. They can offer a safe space for line managers to share their concerns more easily than with their own manager. A coach can help them map out their objectives and break through any blocks. Once they’ve been coached, they’ll gain valuable skills that will benefit their team. Everyone wins!

What Not to Do

With line management, the clue is in the name: ‘manager’. Promoting the most senior or technically skilled person into a people management role does no favours for your culture. We’ve all seen the negative effects of placing someone who excels in their field but isn’t a people person into a management position. It takes courage to make the right decision here. Remember, this is about helping your line managers deliver an engaging culture, which requires the ability to motivate others to perform well. It takes a people person to bring out the best in each individual.

The Importance of Communication

Effective communication is crucial for line managers. They need to keep their teams informed and engaged. Regular check-ins and feedback sessions can help foster a culture of openness. When line managers communicate effectively, they build trust and rapport with their teams. This, in turn, leads to higher engagement levels and better performance.

Recognising and Rewarding Success

Another key aspect of supporting line managers is recognising and rewarding their successes. When line managers feel appreciated for their efforts, they are more likely to stay motivated and engaged. Implementing a recognition programme can help highlight their achievements and encourage a positive work environment. This not only benefits the line managers but also boosts team morale.

In Conclusion

Great leadership and effective line managers create a positive ripple effect, making investment in both worthwhile. Yet, companies often assume that line managers inherently know how to manage within their specific culture. In practice, if you want your line managers to inspire others, that culture must support them. If not, you risk creating the kind of line manager that people want to leave. After all, you wouldn’t expect an athlete to perform without coaching, and you can’t reach a new destination without a map. So, why stack the odds against your line managers?

About Richard Roberts

I’m passionate about helping create engaged, inspired, and highly productive teams and cultures.

Please contact me if you want to chat through a scenario or need my help in auditing your levels of connection and company culture—with recommendations for actions you can take.

Photo by Jud Mackrill on Unsplash