Podcast Summary
Impact of manager quality: A poor manager can hinder career growth and job satisfaction, and 80% of UK managers have received no training, emphasizing the importance of investment in management development.
Key takeaway from this episode of Working It is that the quality of your manager can significantly impact your career progression and overall job satisfaction. Isabelle Berwick, author of "The Future Proof Career," shared her insights from writing the book during a launch event. She emphasized that even in organizations with great missions and cultures, a poor manager can hinder your growth. Isabelle noted that 80% of managers in the UK have received no training, making it essential for organizations to invest in management development. This is a crucial reminder that effective management is a skill that requires attention and investment.
Work satisfaction for employees: Consider self-reflection and personal experiences to improve job performance and find satisfaction, and be mindful of reactions towards others in difficult relationships.
Isabel's book stands out from the sea of management and career books by catering to those who aren't actively seeking advanced degrees or extensive management training. It's a practical guide for individuals who want to excel in their jobs and find purpose and satisfaction in their work. The book is divided into two sections: one for managers and one for employees, acknowledging the unique challenges each role presents. Isabel emphasizes the importance of self-reflection and understanding how our personal experiences shape our interactions at work. One valuable piece of advice she offers is to consider our own reactions before criticizing or judging others, especially in the context of managing difficult relationships. Overall, Isabel's book offers a refreshing perspective on work and career development, focusing on the human aspect of professional life.
Effective communication, Empathy: Active listening, transparency, understanding, gratitude, and trust are key to effective communication and empathetic relationships between managers and team members, leading to improved performance and a more productive work environment.
Effective communication and empathy are crucial for both managers and team members in the workplace. The author emphasizes the importance of listening actively and expressing gratitude towards each other. Managers should trust their team members and create a culture of transparency and understanding, while team members should be mindful of the pressures their managers face and avoid jumping to conclusions. Better listening leads to better relationships, improved performance, and a more productive work environment. The author also highlights the need for more gratitude and appreciation in the workplace, as simple acts of acknowledgement can go a long way in boosting morale and motivation. Overall, the book encourages a more compassionate and collaborative approach to management and teamwork.
Men's role in achieving gender equity: Men's adoption of flexible work arrangements is crucial for achieving gender equity, and the pandemic has made remote work more acceptable for men to embrace this change.
The definition of ambition has evolved beyond just career advancement due to the pandemic and the shift to remote work. People now seek a fulfilling life beyond the office, and flexibility has become a valuable asset. Women's ambition has been particularly turbocharged by this flexibility, but for true gender equity, men need to embrace it as well. The pandemic has made remote work more acceptable, and men are increasingly seeking flexible hours. Closing the gender pay gap and achieving gender equity require men to participate in these changes. Employers are more open to accommodating flexible work arrangements, and employees can negotiate for better work-life balance. The key to lasting change lies in men's adoption of flexible work arrangements and their discomfort with the penalties that have historically affected women.
Salary negotiations dynamics: Approach salary negotiations as equals, despite emotional charges. Gen Z values transparency and trust, disrupting traditional dynamics. Companies must adapt to these changes but may face challenges in managing new workforce expectations.
Salary negotiations can be emotionally charged, and the dynamic often resembles a parent-child relationship rather than an adult-to-adult interaction. People feel they should be grateful for any increase, but it's essential to approach these discussions as equals. Salary transparency can help individuals understand their worth and identify potential underpay, but organizations may not be eager to disclose this information. Gen Z, the latest generation in the workforce, is causing significant disruption by pushing for trust, purpose, and alignment with their employers' values. Companies need to adapt to these expectations, but the polarized world we live in may pose challenges in managing these new workforce dynamics.
Workplace Trends for Gen Z and AI: Gen Z employees prioritize bringing their whole selves to work, mental health management is crucial, AI is a co-pilot not a pilot, machine minding could lead to human connection, human capabilities remain important in knowledge work, and AI is expected to impact the legal profession but won't replace human expertise
The work landscape is evolving, and it's crucial for organizations and individuals to adapt. For Gen Z employees, bringing their whole selves to work means fewer boundaries around workplace conversations. This might be uncomfortable for older generations, but it's a trend that's here to stay. Moreover, with one in three people between 18 and 25 having a diagnosed mental health condition, mental health management will become increasingly important for managers. Regarding AI, while it may automate certain tasks, the human touch will still be essential. AI should be seen as a co-pilot, not a pilot. In blue-collar jobs, people may transition to "machine minding," but this could provide opportunities for more human connection and learning. In knowledge work, AI will take over administrative tasks, leading to fewer jobs, but the importance of human capabilities and embedding humanity in the workplace will remain. In the legal profession, AI is expected to impact the industry significantly, but it's essential to remember that it's a tool, not a replacement for human expertise and judgment.
AI impact on legal and consulting training: Traditional training methods are becoming obsolete, focus on developing human skills such as communication, collaboration, and problem-solving is essential, and managers must act as coaches and therapists to create a culture that values and invests in human skills and well-being
The legal and consulting industries are facing a significant shift in training due to the increasing use of AI and machine learning. Traditional methods of learning through tedious checking and admin work are becoming obsolete, and there is a growing need to focus on developing human skills such as communication, collaboration, and problem-solving. Common workplace issues, such as difficult managers, are also being addressed by prioritizing the development of these skills. Additionally, the work environment is changing, with noise becoming more noticeable in quieter offices. To address the issue of the "cult of the amateur" and improve management, change must come from the top, and managers must act as coaches and therapists, as well as career progressors. Overall, the focus is on creating a culture that values and invests in human skills and well-being.
Employee well-being and management practices: Investing in employee well-being and good management practices can lead to increased productivity, better morale, and overall job satisfaction. Adapting management styles and providing opportunities for skill development can help manage intergenerational tensions in the workplace.
Investing in employee well-being and good management practices can lead to increased productivity, better morale, and overall job satisfaction. Poor management, long hours, and high-pressure jobs in sectors like finance, law, and consultancy can contribute to employee misery. However, having a great team and a positive work environment, even in corporate settings, can make a difference. Personal experiences, including past negative experiences with managers, can also help individuals become better managers. Age can bring both benefits and challenges in the workplace, with older workers carrying valuable lessons from past experiences but also potentially resistant to change. Regarding intergenerational tensions, there is ongoing debate about the perceived lack of soft skills in younger generations and the potential skills gap. Managers may need to adapt their management styles and provide opportunities for skill development to effectively manage and engage with younger employees.
Workplace communication and bullying prevention: Effective communication, addressing bullying, prioritizing mental health, fostering open culture, and preventing bullying are essential for creating a positive work environment and increasing productivity.
Effective communication and addressing workplace issues, particularly bullying, are crucial for creating a positive and productive work environment. The workforce's mental health and well-being should be prioritized, and leaders must foster an open culture where employees feel comfortable speaking up. Younger workers bring unique digitally-oriented skills that can benefit organizations if effectively utilized. Employers should focus on internal improvements, such as listening to employees, managing workloads, and addressing bullying to reduce turnover and increase overall happiness and productivity. Bullying is a significant issue that affects everyone, and preventing it requires a collective effort from all levels of an organization. Leaders should facilitate open conversations about bullying and document interactions to create an audit trail.
Workplace transparency: Managers need to adapt to the trend of workplace transparency, build a culture of open communication, and avoid unnecessary conflict while ensuring accountability and productivity.
In today's world, workplace issues, including bullying, are more openly discussed and addressed due to social media. This transparency can be protective, but it also requires a higher level of circumspection for managers. Some may feel accused of bullying simply by asking for work to be done or meeting deadlines. However, the generational shift towards openness means that people are more likely to speak out and even quit publicly. This trend may be a double-edged sword, but it's essential for managers to adapt and build a culture that encourages open communication while avoiding unnecessary conflict. Thanks to Claire Barrett and Daunt Books for hosting the discussion on this topic. The podcast episode was produced by Misha Frankl Duval and mixed by Simon Panay, with Manuela Saragosa as the executive producer and Cheryl Bromley as the FT's global head of audio.