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Do Your Managers Know How to Manage People? | Monster.com

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Do Your Managers Know How to Manage People? | Monster.com
A good manager should have a handle on how to manage people, but managing is a process that requires ongoing learning and creativity. Get the most out of your managers by giving them the resources they need, and more, at Monster.com.

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How Is Employee Retention?

Employee retention rests on opportunities to learn and advance; work/life balance; a good cultural fit; and an appreciation for good work. High employee turnover is a clear sign that something’s...

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Do Employees Know What’s Expected Of Them?

Good managers provide continuous feedback to them. This allows the employee to quickly make course corrections and to feel successful.

Employers should be mindful of those they ...

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Do Employees Feel Cared For?

A good manager is empathetic to people and demonstrates this routinely.

If empathy is not a trait in a candidate for management, pair them with a leader who can mentor them on how to m...

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Is Good Work Being Recognized?

Employees need and appreciate acknowledgement for a job well done. Doing so helps retain valuable talent.

Train your managers on how to praise and recognize employees for...

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Can Employees do What They do Best Everyday?

Having employees perform tasks they are not well-suited for often results in waste.

Teach your managers to build strengths and tap into other resources when skills are needed that may not ...

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SIMILAR ARTICLES & IDEAS:

1:1 meetings

1:1 meetings

1:1 meetings matter. It is important to nurture that essential employee-manager relationship. But it still not easy to get right.

Under pressures, managers are still juggl...

1:1 category

The goal of an effective 1:1 is not an update from your direct report or for you to lay down some instructions. It's a conversation. It's a chance to hear about your direct reports' ideas for your product, their career goals, and possibly their opinion of their performance.

Keep a list of three potential topics ready for discussion. When they say they have nothing to discuss, you can jumpstart the conversation with one of your items.

Manager's best tool

Your most precious resource is your own time and energy. When you spend it on your team, it helps build healthy relationships.

Your job as a manager isn't to give advice or 'save the day.'' It's to empower your reports to find the answer themselves. If you want to understand what's going on, ask. Let her lead the conversation while you listen and probe.

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Be Consistent

You must reward the same behaviors every time they appear, discourage the same behaviors when they appear and treat every member of your team with an equal, level-headed view.

Communicate Properly

How you communicate with your team can dictate your eventual success. To avoid miscommunication and to keep your team updated, always strive for clarity, accuracy, and thoroughness on your communication.

Aim To Work as a Team

Have your team work for something together.

Setting goals just for the department or one individual breeds isolation and a limited mentality. Instead, give staffers a unified focus and purpose, to inspire them together.

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Feedback

Feedback

Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. ...

Types of feedback

  • Positive vs. negative. Positive feedback confirms that someone is taking good action, while negative feedback shows what actions need to be corrected.
  • Formal vs. informal. Formal feedback is given on a set schedule, and informal feedback is short and follows after an action or event.
  • Annual vs. monthly
  • Verbal vs. written
  • Manager vs. peer

Effective feedback

Effective feedback is:
  • Objective. Don't let your personal feelings get in the way.
  • Timely. Feedback should follow when the event is still fresh.
  • Constructive. Give respect and show that you have their best interests in mind.
  • Actionable. Feedback must include immediate next steps.
  • Warranted. Give your employees room for mistakes and learn from them.

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