Anyone who has ever been in a management position understands the challenges that come with managing employees.\u00a0 Managers have the responsibility of helping employees develop job skills and holding employees accountable for completing job responsibilities.\u00a0 Being in a management position requires an aptitude for dealing with the many diverse aspects of interacting with employees and a great manager cares about the employee on a personal level as well as the employee\u2019s ability to accomplish key responsibilities.<\/p>\n
Good\u00a0communication<\/a>\u00a0is the secret to success for any organization. \u00a0Managers should make communicating with employees a priority and be constantly asking themselves, \u201cwhat is it that I know that my employees may need to know<\/strong>\u201d? \u00a0Then tell them!<\/p>\n Employees have a vested interest in the organization and have a desire to know what\u2019s new, what\u2019s changing and what news will impact their job. \u00a0Talk to them and they will appreciate it!<\/p>\n Building strong teams is what makes for a productive work environment. \u00a0Team leader skills<\/a>\u00a0is a fundamental competency that all managers should acquire.<\/p>\n A good manager\u00a0will\u00a0be able to take a random group of people and transform them into a collective unit that collaborates, works toward a shared goal and enjoys the process.<\/p>\n \u00a0<\/strong><\/p>\n Effective leaders inspire and influence the behaviors of others. \u00a0Managers should demonstrate strong\u00a0leadership skills<\/a>\u00a0and competencies to gain employee respect and confidence.\u00a0 Managers need to be consistent with\u00a0what they say and what they do to\u00a0engage employees<\/a>\u00a0and gain their trust. Employees want to work for a manager with good moral character that is demonstrated by personal ethical behavior.<\/p>\n Every employee is on a developmental journey and managers have the responsibility of\u00a0mentoring and coaching them<\/a>. \u00a0This is done by taking the time to find those teachable moments and helping the employee think through appropriate response to the work environment.<\/p>\n For example, my daughter is a young professional who works for a large fortune 500 company. \u00a0She had a coworker who was constantly criticizing her publicly and embarrassing her in front of her peers. \u00a0She chose not to do anything about it because she doesn\u2019t\u00a0like conflict.<\/p>\n Her manager witnessed a few of these situations and called my daughter in her office and instructed her to confront the employee privately and gave her some tips for how to do it and what to say.\u00a0My daughter was terrified but followed through as instructed and the situation was resolved.<\/p>\n These seemingly insignificant scenarios, if not addressed, can have a great impact on the work environment, but more importantly on the employee\u2019s professional development.<\/p>\n These teachable moments should be captured as an opportunity for managers to mentor and coach employees. \u00a0I raise my hat to her manager\u00a0because she recognized the importance of encouraging\u00a0her to stretch personally, which\u00a0not only resolved the issue, but helped my daughter grow professionally!<\/p>\n There are never enough hours in the day and there are always unpredictable curve balls that derail the best of time managers. \u00a0A key management competency is one that finds efficiency in work time and helps employees with\u00a0time management skills<\/a>. Chit chatting in the hallway for 15 minutes here and there is a time thief that most organizations don\u2019t have the luxury for.<\/p>\n Goals are how objectives are met and a mission is accomplished. \u00a0Managers need to be able to write\u00a0church goals<\/a> that support the\u00a0strategy and mission<\/a>\u00a0of the organization \u2013 and help employees do the same.<\/p>\n Employees need constant feedback to achieve objectives. \u00a0They need to hear when they are doing things well and they also need to be made away of those times when they are not meeting objectives.\u00a0 All too often, managers get frustrated with employees for not performing up to their expectations, when the reality is, they failed to communicate what it was that they expected.\u00a0 Managers have the responsibility of providing\u00a0consistent\u00a0feedback, which\u00a0is what a well designed\u00a0performance management<\/a>\u00a0system is built on.<\/p>\n We all come to the workplace from different backgrounds and with unconscious biases due to our individual experiences. \u00a0An effective manager is able to identify those personal biases and not allow them to influence how employees are managed. \u00a0Being objective when dealing with employees is imperative to fair management\u00a0practices.\u00a0 Managing employees can be one of the most rewarding experiences anyone can have, and there is nothing more fulfilling than watching an employee develop in their professional acumen. \u00a0Some managers try to manage the time that employees are at work but effective managers are skilled at managing the people \u2013 which ultimately develops the person and produces results.<\/p>\n","protected":false},"excerpt":{"rendered":" Anyone who has ever been in a management position understands the challenges that come with managing employees.\u00a0 Managers have the responsibility of helping employees develop job skills and holding employees accountable for completing job responsibilities.\u00a0 Being in a management position requires an aptitude for dealing with the many diverse aspects of interacting with employees and Read More<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[11],"tags":[],"class_list":["post-490","post","type-post","status-publish","format-standard","hentry","category-management-tips"],"_links":{"self":[{"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/posts\/490","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/comments?post=490"}],"version-history":[{"count":1,"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/posts\/490\/revisions"}],"predecessor-version":[{"id":491,"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/posts\/490\/revisions\/491"}],"wp:attachment":[{"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/media?parent=490"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/categories?post=490"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sslorgmgmt.tonilamotta.com\/index.php\/wp-json\/wp\/v2\/tags?post=490"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
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