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

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 promote into leadership positions. Strong communication skills are a must when leading a team of people and coaching on this area might be necessary for some.

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

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

https://hiring.monster.com/employer-resources/workforce-management/leadership-management-skills/how-to-manage-people/

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Key Ideas

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 not right with the management of an organization.

Employee surveys, ideally delivered by an experienced third-party vendor, and focus groups conducted by outside consultants, can assess your manager’s performance, or the need for more employee training and support.

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 promote into leadership positions. Strong communication skills are a must when leading a team of people and coaching on this area might be necessary for some.

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 manage people before promoting them.

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 doing good work. Provide them with a budget for financial rewards.

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 be readily available in the current staff. Encourage your managers to listen when an employee expresses concern regarding their ability to perform a task.

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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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Give Them Your Respect

Don’t assume a defensive position towards your employees or extrapolate that they’re going to be jealous, disrespectful, and bitter toward you. 

Let go of your assumptions, check your...

Be Honest

If someone asks you something that you don’t know the answer to, be honest. By providing an answer that you think is correct but isn’t—you (and your employee) could end up in an even worse position, and you’ll quickly lose your team’s respect.

But don’t just say you don’t know. Tell your employees that you’ll find out from someone who does. 

Learn From Them

Your employees also had a first day and they know how it feels to be the fish out of water.

So during your first few weeks, sit with each of your employees, watch their daily routines, and ask about what they’re doing and talking about. They’ll enjoy demonstrating their knowledge, and you’ll learn more than you would from a training manual.

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Delegation = effective management skill

Without the ability to delegate effectively, it is impossible for you to advance in management to higher positions of responsibility.

Learning how to delegate is not only about maximiz...

Delegation method and staff experience
  • For new and inexperienced in the job staff -  use a directive delegation style (Tell exactly what you want them to do).
  • For staff that has experience in the job (they know what they are doing) - use the effective, management by objectives delegation method (Tell people the end result that you want and then get out of their way).
  • When the staff person is completely experienced and competent, your method of delegation in this case is simply, easy interaction.
Question to consider when before delegating
  • Who can do this job instead of you?
  • Who can do this job better than me?
  • Who can do this job at a lower cost than me?
  • Can this activity be eliminated altogether?

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