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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.
Steps
Motivate employees
- 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
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.
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”.
- 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.
Set goals
- 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’.
- Schedule a response. Give feedback on a regular basis so that employees know when feedback is given, and from there arrange work accordingly.
Delegate responsibility
- 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.
- 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.
- 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.
- 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
- 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.
- 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.
- 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.
- 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.
- 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?”
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.
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.
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