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Strategize Around Strengths 

Strategize Around Strengths 

It pays to highlight the strength an employee brings and then to work on minimizing the weak aspects. Start and work with the impact and value the employee is making to your team.

@nicole_sn309

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Probe Work That Seems Ok

If the work is reported to be ok or fine by your subordinates, maybe you need to dig in deep and probe more.

The employee reporting to you may be struggling and not providing the true details of the situation.

Define Ownership

Ownership and accountability need to be defined so that your team knows who is responsible for what.

The 'Sandwich Approach' Is Outdated

Instead of the sandwich approach to provide feedback, try to be direct and dispassionate.

Create a Feedback Cycle

Get a nod or a confirmation on the feedback that is delivered, so that it is clear and the employee hasn't taken away something unexpected or unintended from your conversation.

Diversify work within the team so that the long term and short term goals are both taken care of.

Fire Fast

Instead of hanging on to a bad fit, and prolonging the support to employees who are struggling, it is better to let them go.

Meetings should be clear

Have goal-oriented and clear meetings, only when it is important and necessary.

Delegate work to show trust

Show that you trust your team by delegating work and giving people big problems to solve.

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RELATED IDEAS

Traps To Avoid
  • Thinking your current job knowledge and technical skills are enough to be a manager. Good management and people skills can be more important than technical skills.
  • Failing to consult regularly with your boss, in an attempt to show that you can cope on your own.
  • Approaching your boss without having thought a problem or its solutions through.
  • Failing to assess what your customers want from you and your team.
  • Using your authority inappropriately or not in the interests of the organization.

8

IDEAS

  • Self-Awareness: be aware of your trengths, weaknesses, and values and displaying them to your team.
  • Relational Transparency: remain genuine, straightforward, and honest with your team. Display the behavior you hope to see in your employees.
  • Balanced Processing: stick to your values when making decisions, but remain open to discussions and alternatve options.
  • Doing the right thing: focus on doing the right thing for the long-term success of the business, not yours.
  • Communication: explain what the task is, what the expectations are, and listen to any questions and concerns.
  • Giving Feedback: provide clear feedback on what they did well, what they struggled with, and why.
  • Training and Assessment of Tasks:  make sure your staff has the skills and abilities necessary to perform the task. This might require some training.
  • Trust: Lay out clear expectations, and provide feedback, but do not micromanage while the employee works on the task.