Four keys to being a good manager
Management has always required a unique skillset and this is
especially relevant in 2018, with workplace dynamics as varied as they have
ever been. Remote working, mental health days, flexible arrangements and
wellness have all become increasingly common, and a new generation of employees
have different expectations to their predecessors. Here are four tips to help
your management skills flourish:
Sharpen your skills
Just because you’re in charge, it doesn’t mean you can’t
continue to upskill. Performing to your full potential is crucial as it sets a
positive example and allows you to be confident and cope with the challenges of
your role. This involves learning about areas that are relevant to your
subordinates, as there’s no point managing a team of five if they all perform
functions you don’t understand because you haven’t the right skillset. If
professional development isn’t prioritised by your company, there are plenty of
extra-curricular ways to increase your skills. Online course providers, such as
Udemy, offer a structured approach to learning a broad range of skills, while
YouTube is another source of countless video lessons on almost everything.
Manage time efficiently
Wasting time is a huge killer of productivity in the
workplace, and if you’re doing it, odds are it’s going to have a flow-on effect
to your team. As manager, it is your responsibility to ensure projects are
coordinated between the members of your team, with each person understanding
their role and when they are expected to complete tasks. Organisation and time
management are vital skills at any level, so take the time to prepare an
efficient way of tracking the elements of projects, who is working on it and
when it is due. This could be by using spreadsheets, project management
software such as Asana or Trello, or your own combination of methods.
Motivate
Keeping your staff motivated is one of the most obvious
functions of a manager but also one of the most difficult. All people are unique
and may need to be treated differently – some prefer direct, matter-of-fact
feedback, while others rather a softer approach. Learning about your team’s
personalities and what is important to them is important to be able to motivate
them. Some managers prefer a hard-line approach, but for long-term happiness,
lower staff turnover and higher productivity, carrot-heavy motivational techniques
are more effective. Try teambuilding activities, such as lunches or activities
like bowling, that take your team out of the workplace context and you may
learn new things about their personalities and what drives them.
Set tangible goals
Having clear-cut goals for you and the rest of your team is
critical to monitoring progress. It allows you to map out what your future
objectives are and the best way to achieve them, and it also creates transparency,
so employees know what is expected of them and when. It is also important to
take the time to recognise when goals are reached. Marking milestones and
celebrating achievement is also a powerful way to engage employees and motivate
them, showing how valued their contribution is and where they fit into the team
and the organisation.
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