- "If all managers understood how they actually affect their employees' lives, they might make a little more effort and focus on good leadership," says Kari Skybak.
Skybak has long and broad experience in the HR field. So far in her career, she has worked in several companies in different industries, most recently as HR Director at Flytoget for over 13 years. She now works as a consultant and lecturer in order to utilize the expertise she has acquired over the years. Based on her own experience, she sees clear common threads in the challenges many businesses have in common.
By Kari Skybak
Culture as "medicine"
Companies face different challenges. For example, the company may have "diagnoses" such as high turnover, communication problems, excessive sick leave or a lack of trust in management. Regardless of the "diagnosis", the experience is that the "medicine" is the development of a good culture and taking action in management.
- To achieve the desired culture, it's important to work strategically, but also operationally. It's important to have good, concrete action plans," says Skybak.
Whether or not the measures are successful depends on the management. Some managers are keen to have a clear culture. They are aware that if this is the basis, much else will come of its own accord or as an effect. In the Norwegian business community, there are also those managers who see culture as something more abstract and something that is just "there" and does not necessarily contribute to concrete results.
Skybak's experience is that a good or strong culture helps employees to be motivated, feel ownership and pride. And that contributes to good performance. In Norway, personnel costs are very high, so it's crucial that you get the most out of each individual employee. That's why Kari believes that culture building is really about big business.
"Everyone deserves to have a good leader"
Kari Skybak lectures on various types of topics in organizational development, culture, leadership and HR. She often asks participants if they have experienced managers who are not good for them, and the answers she receives are discouraging. Often over 90 percent spontaneously answer that this applies to them. It can be managers from different arenas; from a manager at a previous summer job, in the military or in their current job. This is something the employee remembers, and something he or she has a conscious relationship with. Managers have a huge impact on their employees, and according to Skybak, it is underestimated how much a piece of feedback or recognition can make a difference in everyday life.
- "If all managers understood how they actually intervene in their employees' lives, I think they would make more of an effort," she explains.
The Scandinavian leadership type is prominent in Norway. On the one hand, this type of leader is engaging, friendly and keen to create a good working environment. On the other hand, this leader can also be reluctant to make demands or bring up unpleasant issues that could compromise this good atmosphere. The manager may be afraid of putting too much pressure on employees and instead seek their comfort zone.
The times we live in make it more complicated for managers in general. Expectations of managers are high and have evolved over time to expect more attention to the whole person. Managers are also more exposed, for example through whistleblowing schemes, which on the one hand have a very important function, but on the other hand can be misused by disgruntled or negative employees. It has become more demanding for managers to "stand their ground" in the event of, for example, an unpopular decision or in demanding processes.
Read: Be who you want others to be - "lead by example"
Know your employees
Everyone needs professional follow-up and good management. For employees to perform at their best, it is important that there is a management team that is interested in what they are doing, and to some extent also in them as individuals. This also gives the manager a better understanding of how much each employee can perform. Some may be encouraged to work harder than others, and it's important to understand this. Skybak explains that many managers have a lot of potential when it comes to this:
- Managers need to know their employees. It's not about being private, but it's about talking to the people who work with you and listening to what they have to say. Basically, this means that there is a lot of untapped work potential in many Norwegian companies, because managers are unable to identify the potential or understand where their employees' limits are.
Leaders who are "stuck"
Most organizations experience managers who are challenging to work with. These may be leaders who have high self-esteem, but have limited insight into how they are perceived by those around them. An important part of personal development is about becoming better at understanding how you are perceived by others and how your behavior affects others, and most people develop in this direction. But there are also leaders who believe they know themselves so well that they don't need feedback from others. They often have excuses for not attending management meetings because they don't see the need for it. Ironically, it is often those who need it the least who participate the most, because they understand that it is a demanding and continuous process.
- "Everyone has the potential to become better versions of themselves, and that's exciting!" Skybak concludes.
