5 ways to be a better manager in 2024

December 28, 2023 12:00 PM

Woman writing out a list of goals for the new year

With just days left before the start of a new year, people are contemplating the resolutions that will set them up for success in 2024.

For managers, making a few changes could improve their own experience in the workplace, as well as the experience of their employees. In fact, employees are 2.5 times more likely to be fully engaged in their workplace if they are led by what they described as their "best managers," versus their "worst managers," according to business management consultant Perceptyx.

To be that "best manager" employees crave, small tweaks can have a big impact. Whether it's prioritizing mental health training so managers can spot warning signs, or making a concerted effort to celebrate the small wins more often, these resolutions can help you get the new year off on the right foot.

Check out this advice from top leaders — which resolutions resonate with you for 2024?

Take a new approach to supporting mental health at work

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Management training is key to Prudential's mental health strategy

With mental health still a top concern going into 2024, managers need training to spot the warning signs of a mental health issue and offer impactful resources to their team. At Prudential, all employees are offered a subscription to mental health platform Lyra, and their managers are trained to help employees in need, while also learning to share their own struggles. It's a necessary change to the way they've operated in the past, shares Andrew Gregg, VP of employee benefits at Prudential.

"We're doing more manager training and employee training about awareness around mental well-being, and refreshing employee communications around how they can get access and seek that help," Gregg says. "I think the days of more stoic leaders might not be what people are looking to experience in the new world. I think they want to see a company and its leadership and managers acknowledge and feel comfortable expressing their issues."

Make new connections with your Gen Z employees

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What Gen Z expects from managers

Gen Z sees the workplace as somewhere where flexibility and individuality are not only respected but encouraged. Given that remote work allows people to plan work around their personal lives, rather than the other way around, it's not too surprising that early COVID work-from-home policies influenced how much agency Gen Z expects from employers. If you want to make a more meaningful connection with the youngest generation in the workforce, it requires being open to more vulnerable conversations.

"We all have things to learn, and we all may be at very different places in our journey when it comes to diversity, equity and inclusion," says Carol Howard, chief people officer at work tech software company Eptura. "We have to continue to educate ourselves and our companies, and make sure individuals joining our company feel comfortable."

Improve your own work-life balance

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Why managers should maintain (and model) work-life balance

For managers, figuring out what a healthy balance looks like while running a team, office or company is challenging, and they are 27% more likely than their employees to feel stress in the workplace, according to Gallup. Virgin Pulse's CEO Chris Michalak is no stranger to this disconnect: Prior to joining Virgin Pulse in 2021, Michalak's sole focus was getting to the office by 5:00 a.m. and grinding through the workday. Now he arrives around 7:00, and is focused on living up to his organization's mantra: Helping people lead happier, healthier lives — including himself.

"I've gotten my schedule into a manageable place — I probably captured three hours back into my life, and that is time for relationships, time for healthy behaviors, time for my family," he says. "At the same time, I'm equally as effective at work and a better example for my staff and the entire company."

Make your management style unique to every employee

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The key to modern management? Put people's needs before the organization's

Today's workers are less inclined to stay with a job just because it pays well, and more open to a change that means increased freedom, a better work environment, and a healthier work-life balance. To mirror this shift, good leadership is about more than driving revenue; it's about prioritizing employees and recognizing them for who they are, not just the work they do.

"If leaders take the approach of partnering with every individual and asking them questions like, "Are you happy here? How can I help you? How do I support you in this organization?' — they tailor their leadership style to suit the unique needs and idiosyncrasies of each of their direct reports," says Hamza Khan, author, speaker and business expert. "As difficult as that seems, it is the way forward. By taking a holistic approach, everybody wins. What's good for people is what's good for the organization."

Point out small wins

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3 leaders share the secret to good management

Good leaders celebrate their teams and employees. This means taking time out of the day to offer up feedback, directions and expectations, as well as pausing to recognize big and small accomplishments. Recognition and celebration not only further a sense of trust, but help ensure that employees feel encouraged to do their best.

"I actually get a tremendous amount of personal satisfaction in gratitude," says Sandra Moran, chief marketing and customer experience officer at human resources software provider Workforce Software. "I like personally emailing or calling individuals about their contributions. I don't want any time to go between the accomplishment and the gratitude I want to express."