Introduction

Management has been an age-old profession from time immemorial. Management systems have existed, tested under different conditions and thrived under kingdoms, democracies, small businesses, and multinational corporations. It has always been a critical component of businesses. Recently, a few companies like Google have tested their workplaces without managers. Ultimately, the experiment failed to achieve a better performing team or office without a manager. However, the project gave much more insight into why a manager is critical for the smooth progression of the company (Source: Project Oxygen).

Strong management systems are not only beneficial for a company, but also a critical bond that leads and upholds the company's policies. Strong managers work hard, train, and teach their team members. Managers take the initiative, plan, and sometimes take the consequences of their team's actions upon themselves. A great manager is a great leader to whom the whole team looks up when a crisis hits. In this article, we have pinpointed some of the major benefits of having a manager on board.

Here are 11 ways management helps businesses

1. Managers take on Leadership roles

Management and Leadership are two different things. However, managers are hired to take on leadership roles over their teams as well. It is not enough for them to do the right things, but also set things right. Without managers and their leadership qualities, employees become directionless. Managers are expected to be self-starters both personally and for the teams. Without managers, there is the risk of certain employees abusing their autonomy. This might lead to offices that are toxic, uncooperative, or clueless about the bigger picture. Managers plan, prioritise, and set standards for the teams. Even within a self-managing, self-organising team, a highly qualified and experienced manager can guide the employees to more productive or higher quality work. The experience, foresight, and just being able to observe the work through an outsider's eyes give clarity and observations that are invaluable to such teams. Having a manager who actively leads the team will always be a great asset for companies and employees alike.

2. Managers act as a Communication bridge between the employees and higher management

There are many types of business organisations. Within small-sized companies, communications can be easier as each employee knows each other. They can be in touch with the management or owners of the company. But the game changes within large corporations and multinational corporations with thousands of employees worldwide. Often, the key decision-makers of the company need to pass critical information to the makers of the company without hustle. Democratic, autocratic, or Laissez-Faire types of management often do not work well with such a large number of employees (Source: Indeed).

To communicate the needs and expectations of the company, senior management needs mediators. Managers are the simple, yet effective solution to this. Managers not only facilitate information from higher management to lower levels, but they can also bring important employee issues to the notice of senior management. Most companies need managers to take on this communication bridge. Apart from this, managers document, report and measure the progress of the work their team is doing. This helps senior management in making key adaptations in the ever-changing world.

3. They provide Guidance

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Team members need constant guidance and feedback on their work to improve and excel at their work. They also need clarity and assistance from the company. Managers can take on these roles and provide these on behalf of the senior management. Often, managers are more experienced in the industry. Because of their higher position, they know more about the industry through unconventional means. Apart from this, managers know the expectations and management styles of senior management or company stakeholders more than regular employees. They are also aware of the end-users needs and expectations. With all these qualities, managers can guide and assist their team members in the right direction or adapt to the times.

Employees rely on their managers for feedback and appreciation for their work. Only a small percentage of employees are capable of self-assessment and self-improvement. Employees whose managers regularly appreciate their work are five times more likely to stay in the company (Source: Qualtrics). Without an authority figure in the office, these elements are often neglected which leaves most employees in the dark. This can greatly demotivate high-performing employees and force them to search for other opportunities or settle for average work just like everyone else. This is why managers are a much-needed element in a business organisation. To recognise talent and efforts, guide the team in the right direction, to adapt work according to the needs of the bigger picture are all a manager's jobs.

4. They Manage resources

Time management: Tackling everyday projects needs quality time management. In a team, it is unlikely that everyone is equipped with time management skills. Effective managers who know time management come in handy in such situations. Managers are also necessary for the strict adherence to the working hours and schedules set by the company. They are necessary for continuing the work despite employee leaves and other minor setbacks.

Task management: Apart from time, prioritisation and effective task management are undertaken by the managers on part of their teams, thus increasing the overall productivity of the team. By focusing on the wrong tasks or putting the most effort into them, employees might lose their valuable time and resources in the long run. It is necessary for someone who understands the constraints and intent of the tasks. These qualities make effective managers a critical asset for the teams and the company.

Resource allocation: Utilising the company resources and staffing to maximise the output can be a major concern for teams with autonomy. Managers can easily address these issues with their experience. It is easier to decide where, when, and how much resources are needed to be allocated with a central authority figure than with decentralised team members with contradictory opinions.

5. Managers are responsible for Building trust

Every group endeavour of humans has been built on the foundations of trust. This is also true for companies. Without trust, companies can't run their day to day tasks smoothly. Managers are at the forefront of building trust between the company and its employees. However, most of the modern workforce does not trust their managers. According to Forbes, over 63% of professionals do not trust their managers. This makes companies stand on shaky ground. An office bereft of trust can be less productive, and susceptible to conflicts. Its employees are more likely to leave the organisation.

This situation sheds light on the need to reinvent management systems and approaches in the changing world. Building trust with the employees takes active participation and constant self-assessment from managers but the results are worth it. In a workplace built around trust, employees find meaning, safety, and a sense of belonging. This will dramatically increase productivity, retention rates, and loyalty.

6. Managers provide Motivation and boost employee engagement

The modern workforce is obsessed with finding meaning in the work they are doing. It is no longer enough that they have a job with a salary. They need meaning, they want satisfaction. They need to know that their work is changing the world or others' lives. In a 2018 report, Harvard Business Review has found out that 9 out of 10 individuals are ready to gladly trade their earnings for an element of meaning in their work. Living from paycheck to paycheck is no longer an option for many professionals.

If it is the case for many professionals, there are also other sets of professionals who are struggling with anxiety, depression, and inferiority complex. Often, workplace politics, personal problems, and health problems are forcing many employees into abysmal depths in productivity. There are also less qualified, inexperienced professionals that need encouragement and appreciation for their work. With regular motivation and a sense of belonging, all these employees can work better and become an asset to the company. With slight changes in the management styles, managers can achieve better results with these team members.

7. They Resolve workplace disputes

Humans crave companionship. In the office, many professionals find these companionships with colleagues who grow into acquaintances, or friendships. Just like other social settings, offices can also be a place where relationship problems between two employees or groups of employees can escalate into a toxic workplace. Without authority, these conflicts can lead to less desirable outcomes such as walkouts or resignations. Lack of cooperation between conflicting teams will reduce productivity.

Managers, with the authority, can considerably minimise such conflicts from reaching uncontrollable levels. They can also act as mediators between the two parties involved to resolve the issue though they don't need to do so. But by doing so, managers can set high standards for the office culture and earn a reputation for problem-solving skills among their peers. Ultimately it leads to mutual trust and adherence to honesty, truth, and workplace relationships. These little things add immense strength to the office culture.

8. They act as a medium for Accountability

One more reason why we need a strong management system is the importance of accountability. A recent study has found that having an accountability system can boost the probability of completing a goal by 95% (Source: afcpe.org - Association for Financial Counselling & Planning Education). Professionals perform better with accountability. Accountability is not only important for employees' productivity but also used to measure progress, make changes and boost employee morale. Creative workers need accountability as a means of feedback, coaching, and developing a sense of worth in their work. More routine workers and manual workers need accountability so that they may not develop a sense of carelessness and contempt towards management. Accountability can also greatly reduce procrastination which might cause last-minute hurdles in critical projects. Regular reporting and performance measurements can greatly reduce these risks. Managers are the basic unit of authority that can exercise this power with care.

9. They facilitate Employee retention

Modern workplaces are offering creative employees the freedom they need to increase their output. Creative employees need a different management style than that of routine workers. Due to the general management styles and ignorance of employee satisfaction, many companies struggle with employee retention. Managers can be the bridge between the employee and senior management in understanding and supporting the candidates, thus increasing the overall retention rate of the company. In a time where employee retention has become a major challenge for companies, start-ups, and HRs, great management can come as a saviour to building company culture and loyalty. The opposite is also true, bad management can be one of the major causes of resignations. According to Udemy, nearly half of the employees have quit a company because of bad managers. This is proof of why managers need to be highly experienced, skilled, and empathetic towards their team members.

10. Managers are responsible for Hire and fire

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Managers are responsible for the adequate staffing of their teams. They oversee the performance of their team, analyse it and look for the need for new hires to increase productivity. The reverse is also true, as they are responsible for firing employees that do not implement the policies, standards, and ethics of the company. The management's relationship with the underperforming employee has the potential to identify the root cause of underperformance and if possible, provide a solution to the underlying problem instead of firing the employee. Such personal level relationship building will greatly increase employee performance and earn loyalty and reputation among the workforce. A manager is best suited for these jobs along with HRs.

11. They lead their employees in Adaption to change

The world is changing fast. Every day, new technological breakthroughs are changing the world and the way companies work. Offices have moved away from paper and pens to the virtual world. Computers, software, and technology are reinventing the office space. There are also major changes in working patterns. In a nutshell, working is seeing a gradual shift from the traditional 9-5 office in many ways.

Hence, the manager must consider these changes and adapt to the shifting norms. From office work to work-from-home, and work-from-home to hybrid work, managers are required to keep the employees and the company happy. A manager less company struggles with making a key decision if contrasting opinions are strongly backed by groups. Whether to adapt to the changes or to stick to the tried and tested ways is a decision better be taken by a single manager.

Conclusion

Many companies have tested doing without any management and have found out later on that they only needed a different approach to the management style. Interestingly, there are several management styles that can be tailored to the needs of a particular company. They can even change between departments to maximise productivity. Companies don't have to stick to the same old approach toward management.

One thing is clear: the management system forms the backbone of the company. It can build the company from the ground provided the management style is good for the workforce. Steering management systems lead the company to higher productivity. Great managers can create assertive companies under outside threats and make them thrive under competition. Management trains, mentors, and leads the workforce in the right direction. It acts as a bridge between the company decision-makers and the employees and thus contributes to the mutual understanding and well-being of all parties involved. A strong management system is an asset for the company and always will be.

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