Can Employees do What They do Best Everyday? - Deepstash

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

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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SIMILAR ARTICLES & IDEAS:

Why 1:1’s are important
  • Making time for an individual says you give a damn about them as a person.
  • The 1:1 is the only forum where you can have an honest, private, conversation with each other a...
Set expectations
  • If this is a new process you are putting in place at your company/in your team, be transparent about it.
  • Be clear that you do this with all employees who work directly for you.
  • Book a regular cadence of 1:1s. They should not be ad-hoc. It’s ok to skip one every once and awhile, but having it locked into the calendar is a commitment.
  • Decide the best cadence with them (weekly or every other week? 30 minutes or an hour?) and what the format should be.
The agenda
  • Topics in a 1:1 should be about professional growth, personal connection and for giving each other feedback. Do not use the meeting to re-hash things from a group meeting, unless there are specific things you took off-line in that meeting or need to provide/get constructive feedback.
  • 24 hours or so before the meeting, email the employee a list of what you’d like to cover. Try to do a split between strategic, tactical and personal items and always ask your employee what they want to cover too. 
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.
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 ...
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?
For an effective delegation...
  1. Match the Person to the Job: never delegate an important task to a person who has not performed that task satisfactorily in the past.
  2. Agree on what is to be Done.
  3. Explain How the Job Should Be Done: Explain your preferred approach or method of working.
  4. Have Him Feed It Back: the only way that you can be sure that the other person actually understands the job or assignment
  5. Set a Deadline.
  6. Manage By Exception.