If you are looking for tips to help you with the management of staff and ideas on how to get the best out of the people who report to you, then read on ….
- It’s about the team’s performance
When you accepted responsibility for managing staff, your success became dependent upon your ability to deliver outcomes by leading and motivating other people. Managing and overseeing the work of other people can be initially quite a daunting experience.
From simply being focused upon the planning and proper completion of your own work – you must now lift your head and monitor the performance of a team of staff. The span of your vision must now expand – you can no longer just be concerned about your own work performance
- Ensure your staff get what they need to do their job
You need to ensure that all of the people who report to you understand what you expect of them and that they receive the training, direction and encouragement needed to do their jobs effectively
Yes, the management and motivation of staff will likely cause you some headaches along the way. People can be temperamental and then there’s the added complication that a motivational strategy that works with one employee will not always work with another. So get to know each of your staff as the individuals that they are
- Quick and simple tips for the management of staff
Seven quick tips to help you with staff management …
- Remember you set the example in your workplace. So, each day make sure that you come to work in a positive state of mind and that you are ready to be a good role model
- You don’t have to make all the decisions or solve all the problems yourself. That’s what you have staff for ….. So seek their input and take advantage of their experience
- The operational work is now being performed by your staff – your job is to plan, organise and delegate. By all means, walk around and monitor that everything is on track – but also learn to trust your team. Provided that you have equipped them with the right tools and training, and that you have clearly communicated the outcomes that are required – then you’ve just got to know when to get out of the way.
- If things go wrong, keep your cool. Bring the team together, ask for some ideas – and then instead of blaming, focus on what is needed to fix the situation. After all has settled down, then review with the team what action is needed to make sure the problem is prevented in the future
- Keep people informed about what’s going on. Don’t just limit your communication to the daily and weekly work allocations – let your team know about the health of the overall business and changes that are being considered.
- Encourage some healthy fun in the team. Not at the expense of quality or customer service, but a workplace culture where a bit of laughter and camaraderie is encouraged will always have lower absenteeism and better staff retention.
- If you are new to the management role and feeling a bit uncertain about having responsibility for the management of staff, be patient with yourself. Have confidence that the person who promoted you saw your leadership potential. With some experience under your belt, as well as hopefully having the benefit of some guidance from a mentor, you will eventually develop your management skills as you did with your technical skills. You’ll probably stumble a few times along the way – but that’s OK, we all make some mistakes occasionally. Learn from them – and then move forward.
Tools and techniques to help you manage and motivate staff effectively are provided in our management training program, Management Course Melbourne
Also have a look at How To Delegate firstname.lastname@example.org