Finding the balance between requirements and expectations: a complex task for managers

What makes this task so complex?

Roth: The following factors are some of the challenges which make fulfilling this task so complex and even stressful:

• Internal disputes – in the organization or within the team.
• External pressure – such as market conditions, competition and (constantly changing) legal regulations.
• Problems in communication – misunderstandings or a lack of communication within the company or the team.
• Rapid changes – in the company or in the market – that aren’t accepted by those affected.
• Personal stress – one’s own performance expectations vs. work-life balance and resilience and/or mindfulness.

What is required from the manager?

Roth: Obviously faced with managing a huge variety of tasks, managers need primarily to be successful at:

• Focusing on results – ensuring that goals are achieved and the company’s targets are met. This requires a clear vision, strategic thinking and the ability to use resources efficiently.
• Supervising employees – key to employee performance is contributing to their development. Managers need to be able to motivate the team, promote individual strengths, and create a positive working environment.
• Communicating effectively – absolutely crucial to a manager’s success. Giving clear instructions, providing constructive feedback and listening to people’s concerns is how managers can exercise effective communication.
• Decision-making – often under uncertainty and time pressure requires analytical thinking and a willingness to take responsibility and accountability.

What is expected of the manager?

Roth: In addition to multiple requirements, there are also numerous expectations:

• Trustworthiness – employees, colleagues and superiors expect a manager to be trustworthy and demonstrate a high degree of integrity.
• Role model function – often regarded as role models, their behavior, work ethic and values have a significant influence on the entire team.
• Empathy – showing empathy and understanding, and taking into account the needs and feelings of their employees is an essential requirement.
• Innovation – in a rapidly changing world we need innovative managers, who are open to new ideas and change.

What are the effects of such complexity?

Roth: The need to reconcile different requirements and expectations puts managers under huge pressure. For example, a focus on achieving results can often lead to conflicts with managers if the pressure to reach targets has an impact on employee motivation and satisfaction. Similarly, the need to make rapid decisions can sometimes be at odds with an empathetic and trusting leadership style.

Strategies for dealing with this complexity

Roth: Managers can implement various strategies to cope with the pressure:

• Self-reflection and feedback – regular self-reflection and obtaining feedback can help to find a healthy balance between the requirements and expectations.
• Prioritization – learning how to set priorities and focus on the most important tasks without neglecting other important areas is key.
• Open discussions and a supportive dialogue culture – resolving conflicts with proactive conflict resolution strategies; moderating team discussions, strengthening team dynamics; communicating changes in the company at an early stage and explaining these changes properly.
• Delegating – can ensure that managers themselves can focus on strategically important issues, while operational tasks are performed by other competent employees.
• Further training – in topics like leadership, communication and time management can help to further develop the necessary skills and result in better ways to cope.
• Work-life balance – a healthy work-life balance is crucial to being able to lead successfully and confidently, in the long term.