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How to Become a Good Manager

January 27, 2024 by admin Category: How To

You are viewing the article How to Become a Good Manager  at Tnhelearning.edu.vn you can quickly access the necessary information in the table of contents of the article below.

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wikiHow is a “wiki” site, which means that many of the articles here are written by multiple authors. To create this article, 76 people, some of whom are anonymous, have edited and improved the article over time.

This article has been viewed 26,786 times.

To function smoothly and smoothly, every large organization needs a management hierarchy. A good manager is one who is able to blend in with his surroundings, occasionally making small changes to bring about great work. To be a good manager is to lead by example. It’s one of the most difficult positions: partly because you’ll have to manage the expectations of others, and partly because it’s a very unrecognized task. Still, some expert tips will help you successfully manage all of your responsibilities in style and excitement.

Table of Contents

  • Steps
    • Motivate employees
    • Set goals
    • Delegate responsibility
    • Effective communication
  • Advice

Steps

Motivate employees

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Encourage everyone. Why do they work here? What helps your organization retain employees and prevent them from moving to another unit? What makes a great day? What makes your employees stick with the organization after a bad day or week? Don’t assume it’s about money – most people are more complicated than that.

  • Remember that we all appreciate the things that make us great. If you manage your employees by respecting the team’s values, they will do their best to repay that respect.
  • Regularly ask employees how they feel about their work. Encourage them to be honest with you. Next, act on the answers you get.
  • Bring back the benefits they value. If it’s health, give them time to go to the gym and work out. If it’s a family, respect the time they may need to pick up and drop off your child from school.
Chloe Carmichael, PhD

Chloe Carmichael, PhD

Clinical psychologist

Dr. Chloe Carmichael is a licensed clinical psychologist who runs a private practice in New York City that focuses on relationship issues, stress management, and career coaching. She received her PhD in Clinical Psychology from Long Island University and is the author of the Amazon bestseller, Dr. Chloe’s 10 Commandments of Dating.

Chloe Carmichael, PhD
Chloe Carmichael, PhD
Clinical psychologist

Following the management mindset can be an adjustment. Dr. Chloe Carmichael, licensed psychologist, says: “The things that make you successful early in your career may not necessarily be the things that make you a successful manager. You may get a lot of attention out of respect for your boss in a team, but as a manager you will have to learn how to allocate responsibilities, measure performance, and set boundaries. with subordinates”.

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Help people to be in a good mood. A successful manager is one who is able to identify the strengths of his employees and offer praise from time to time. That’s because they know that happiness drives productivity. Try to do it both publicly and privately.

  • For example, in a meeting with your boss, mention something that one of your employees did well. If this boss happens to mention this to the employee, it is more likely that the employee will feel appreciation and effort to praise them from you. Such compliments will always be appreciated.
  • Praise employees privately for a job well done. Tell them when the opportunity arises and go straight to the details. No matter how short, a private conversation can positively affect the mood of the listener and help them become more active at work.
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Remind employees from time to time how much you appreciate them. You just go out and say it. Invite them out for coffee and let them know what you appreciate about them: working hard, motivating others effectively, receptive, following principles or striving to exceed expectations, always make you happy, etc. When employees are aware of how much they are valued, employees will work harder, love what they do, and pass on that spiritual happiness to others.
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Treat everyone fairly. Most of us do not have an equal attitude towards everyone to the extent necessary. Many times bias happens without us noticing. We tend to acknowledge the work of people who remind us of ourselves or those who really like us, not those who have made the biggest contributions to the organization. In the long run, it is the people who make a big contribution who help the organization grow to its goals, so you need to look at your behavior to make sure you don’t unwittingly unfairly treat them. though they give the impression that your positive attitude doesn’t affect them. Some people shy away from the positive comments of others, but in their hearts they are very appreciative.
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Treat staff well. If you treat your workers well and they are happy with their work, they will treat customers well in return and nurture the image of the company. Or, they will treat their employees similarly and maintain a positive corporate culture.

Set goals

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Promise less, do more. This idea can apply to many different areas of life, but for management alone, this is a great mantra. Do you want to be someone who has far-reaching goals that employees can’t meet, or someone who sets realistic goals and then goes beyond? Although it is only a matter of image, but that image is extremely important.

  • Don’t be the type of person who never knows how to aim high and beyond. Setting realistic goals does not mean always being reserved, never aiming for big goals. A manager who never does something beyond his or her ability will likely be seen as lacking in ambition. Don’t forget that even conservative players know that sometimes they will have to ‘put it all up’.
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Ensure that each employee is clearly aware of expectations. Clear and specific goals will help employees be proactive and focused at work. Clearly outline the desired outcome, the deadline, and what you will do with it.
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Provide goal-oriented feedback. Giving quick, work-focused feedback can help with employee improvement. Meet in small groups or have a one-on-one conversation and comment in detail.

  • Schedule a response. Give feedback on a regular basis so that employees know when feedback is given, and from there arrange work accordingly.
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Make sure you meet the highest standards. We all know the type of manager who constantly yells and complains bitterly when someone makes a mistake but ‘let’s go’ when it is they who fail. Ideally, expect more from yourself than you expect from your employees. This can have an osmotic effect: Looking at the goals and standards you set for yourself, from admiration and respect, employees will want to compete with you.

Delegate responsibility

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Authority. You’re a manager because you’re good at your job. However, that doesn’t mean you have to be good at everything. As a manager, it’s your job to show others how to get the job done.

  • Let’s start with small steps. Give people tasks that can be fixed if they don’t get it right. Take the opportunity to guide and empower employees. Then, slowly assign tasks with greater responsibility once you understand their strengths and weaknesses.
  • Learn to anticipate any problems they may encounter. From there, guide accordingly before they begin.
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Assign tasks that make employees try their best. As they begin to take on more responsibilities and prove themselves capable, give them tasks that will broaden their skillset and give them more autonomy in their work. Not only will you discover how much your employees can handle, but you’ll also help them become more valuable employees to the company.
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Accept responsibility for employee mistakes. When someone under your authority makes a mistake, don’t brag, treat it as your own fault, even if it’s not intrinsically the case. What you’re doing is creating a company culture where employees feel comfortable making mistakes. [1] X Source of Research This is a very important concept:

  • Doing so allows employees to innovate in their work, learning or growth. Those who learn from their mistakes grow, become better employees; The people who don’t make mistakes in the first place are usually those who work too safely and never take risks.
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Don’t take credit for yourself. Let employees be recognized for their achievements. As a result, they will have more motivation to continue pursuing success. A good manager is like a conductor: their job is to coordinate so that every sound is as distinctive as possible and at the same time, resonate together, forming a unity. A great conductor is someone who sets an example to lead and doesn’t try to stand out.

  • What if you’re the type of manager who “steals” someone else’s idea and pretends it’s your own? You have sent the message that you only care about your own image and are ruthless enough to sacrifice others to move forward. That is not a good image and obviously, it will not be able to motivate and motivate the subordinates to work harder.
  • You may be thinking: take responsibility for other people’s mistakes and don’t take credit for what employees do, so what’s left for me ? If working well and managing effectively, you don’t need to worry about polishing your name. People will recognize what you do. More importantly, they will be impressed with how you motivate your employees, know how to be humble and not get in the way of others. When you work hard, you will receive a well-deserved reward.
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Acknowledge your own mistakes. When things don’t go as planned, acknowledge what you could have done differently and make that clear to your employees. From there, show them you make mistakes too and how to deal with your own mistakes.

  • In many cases, you can do something right by making mistakes in the past. At such times, make it clear to your employees. For example: “I know I’m clicking here because I had this problem when I first started. I made the mistake of pressing the green button. At that time I thought: ‘It will shut down the system and solve the problem’ and then realized – bitterly – that it would make matters worse!”

Effective communication

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Be open. Always remind people that any time they have a question or concern, you are there, ready to listen. Keeping the communication channel open will help you identify problems quickly and, therefore, resolve them as quickly as possible.

  • Don’t be one of those managers who unintentionally make employees feel like they’re bothering you every time they raise a question or concern. Instead of seeing it as a problem to be solved, see it as an opportunity to show employees how much you want this organization to be a satisfactory place to work.
  • Never underestimate or ignore employee concerns. Always make sure you answer their questions completely.
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Care about your employees. Don’t let every interaction with an employee be purely business. Ask about your health, talk about yourself, and establish a personal relationship with them.

  • Understanding an employee’s personal life outside of the office can help you identify times when they need extra care, such as when they need to take a sudden leave of absence because of a family tragedy. If you can support the upheavals in your employees’ personal lives, they’ll feel more comfortable staying loyal to you.
  • Know the cut-off point. Don’t go overboard, asking questions that are too personal, such as religion, politics or personal relationships. You can maintain a close relationship without interference.
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Don’t mix positive and negative feedback. Let’s say you’re giving feedback during an employee performance review. You start by saying that they are a great partner and list another one or two of their strengths. And then you start to drill down into each of the missing points: “sales fell this quarter”, “sales slipped”, etc., which do you think left a stronger impression on the listener, positive or negative. ?

  • When positive feedback is mixed with negative feedback, both are affected. Positive feedback is overshadowed by negative feedback, and negative feedback doesn’t play to its potential impact. Of course in many situations you might want to trade this way, but in general, doing so reduces the effectiveness of the exchange.
  • When positive feedback is separated from negative feedback, positive feedback becomes more prominent and negative feedback shows greater urgency.
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Listen. Listen to what employees and colleagues have to say. You don’t always have to be the one driving the meeting, owning the stage and not letting anyone else in. Always make a real effort to listen and be especially careful in the following situations:

  • When employees actively share ideas. Don’t interrupt and speak just to make sure you’re in. This can turn opinion sharing into a controlling grip.
  • When emotions get mixed up. Let people voice their feelings in a safe, controlled environment. Suppressed emotions can turn into resentment, eating away at your professional relationships. Similarly, emotions that aren’t adequately addressed can prevent us from having an informed discussion – a key factor in your work environment.
  • When the group is establishing relationships or discussing. Listen openly as your employees build relationships and get creative.
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Clarify what you hear. Good managers not only strive to express themselves more clearly, but also work to understand what the people around them have to say. You can do that by repeating what they just said as part of the conversation. Use this technique when you’re not entirely sure what they’re saying.

  • Instead of asking your colleague, “Sorry, can you repeat what you just said? I’m not sure I understood,” say something like, “So you just said we can increase productivity by providing meaningful incentives. What specifically could that be?”
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    Make a question. Smart questions show you can keep up with the conversation and clarify when needed. Don’t be afraid to ask questions lest you sound “stupid”. Effective managers are concerned with understanding what is important and not with how to get there. You should also know that in many cases, other people have questions but don’t ask. If you ask on their behalf, you can act as a facilitator and help the group participate in the discussion. That is the true expression of a manager.
  • Advice

    • Be nice to your team. Without them, you won’t be successful.
    • Don’t yell at the whole room for the mistake of one person. For example, you notice that Hanh is often late for work. Instead of sending email alerts, reminding everyone to get to work on time, talk to Hanh privately.
    • Avoid asking employees to work overtime. Respect their time as well as their individual responsibilities and they will pay off by delivering outstanding work results for management and the organization.
    • Celebrate success with the team, whether it’s just patting them on the shoulder, inviting them to lunch or allowing them to take the afternoon off.
    • Before resorting to drastic measures like canceling a contract, consider relocating the employee to another department. Maybe they will succeed in the new environment.
    • Never publicly reprimand an employee, no matter how well they deserve it.
    • If termination is absolutely necessary, don’t automatically say bad things about your employees. It may simply be that the job isn’t right for them. Emphasize their strengths and skills.
    • Intervene immediately when there is a conflict between employees. Don’t ignore the problem or suggest they work it out among themselves. In this situation, employees often feel trapped and helpless, especially when the other person has a higher rank or seniority. Arrange for a one-on-one meeting and then organize a joint discussion. Ask a mediator if necessary. Instead of general complaints, address specific problems. “I resented that I helped Manh when he was behind schedule but he never did to me” is a specific issue. “I don’t like Manh’s attitude” is a general complaint.
    • Being a good manager doesn’t mean being a respectable person. If an employee consistently goes over the line or is unable to meet expectations, respond with a “burger” or nonviolent exchange to correct the situation. If all else fails, consider firing them.
    • Rainy days will affect employees with young children. Kindergarten or school may be closed. Should you allow employees to bring their children to work these days? Check with Human Resources as there may be a safety or insurance issue. It is very important to respect employee time and privacy.
    X

    wikiHow is a “wiki” site, which means that many of the articles here are written by multiple authors. To create this article, 76 people, some of whom are anonymous, have edited and improved the article over time.

    This article has been viewed 26,786 times.

    To operate smoothly and smoothly, any large organization needs a management hierarchy. A good manager is one who is able to blend in with his surroundings, occasionally making small changes to bring about great work. To be a good manager is to lead by example. It’s one of the most difficult positions: partly because you’ll have to manage the expectations of others, and partly because it’s a very unrecognized task. Still, some expert tips will help you successfully manage all of your responsibilities in style and excitement.

    Thank you for reading this post How to Become a Good Manager at Tnhelearning.edu.vn You can comment, see more related articles below and hope to help you with interesting information.

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