1. What was the trigger moment that inspired you to start Manager Material?
In 2022, I finally got worn out trying to convince executives that developing managers is critical. It’s a slow, tedious process and there are too many managers out there that not only need development but are begging for it. Not to mention the newly promoted managers happening every single day despite an economic downturn. I knew I needed to create an approach that allowed me to get in front of those managers in a way that bypassed the corporate machine. Manager Material is the answer to that.
I believe deeply that if we can properly equip managers, we can change the world. Managers influence over 70% (Gallup) of whether or not someone is engaged at work. That’s meaningful. If the manager is not well trained, the negative effects permeate that person’s entire life – their romantic relationships, friendships, kids, mental health, physical health, finances, etc. Right now, the stats say that only 32% (Gallup) of people have effective managers. Just imagine if everyone had a great manager. And that’s the core of our mission: we’re changing lives through developing managers into a global, positive force.
2. What is the best piece of advice you would give to a new people manager to build trust with their team?
Create small wins. When you step into a people management role, it’s no longer about you, it’s about your team. You are there for their success and nothing builds credibility faster than showing that through your action. Find something in their way and remove it. I guarantee you there is something they need they aren’t currently getting, and you have an opportunity to prove you are an agent of change and a successful advocate for them.
The majority of people want to do a good job at work, so help them along in that journey. Just keep in mind, it’s create small wins – you don’t have to run a marathon day one.
3. As a seasoned HR professional, what is the biggest misconception about the department you would like to debunk?
You can’t trust HR. That’s the biggest misconception I hear the most. In reality, the department isn’t a therapist office, so it’s not supposed to be 100% confidential. Yes, there are absolutely certain things that should be and are kept private like investigations and medical information. HR is a mechanism in the business to support the people. However, it’s still part of the business.
Like a manager of people, HR has to balance the needs of the people with the needs of the business. It’s also incredibly hard to be both a department that is called on to support people while also being the department of “corrections”. You don’t go to the dentist to also get a spa massage experience. In my ideal dreams, the two would be split apart, so people are more willing to partner with HR. When they do (and they have the right HR team to partner with), it can be a wonderful experience.
Interested in working with Erin? Check out the Manager Material website at https://www.managermaterial.com/
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