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What can I do to better manage people?
Home » Management » Managing the People Side of the Business » What can I do to better manage people?
You can’t become a better manager over night. But there are plenty of very simple, and some more complex, moves you can make to get started in the right direction. You might be surprised, but just making a few small changes each month will make a big difference in the way your employees respond to you. You’ll start building trust, garnering respect, and pave the way for a better relationship. Here are a handful of effective tips to get you started:
Practice effective communication. When employees come to you with a problem, make time to listen. That doesn’t mean drop everything you’re doing; maybe set a time that’s more convenient, but just make sure you listen. And when changes occur or information needs distributed, make sure you communicate the information to those who need it. Use meetings, e-mail, memos, voice mail, whatever it takes to keep people up to date. They’ll appreciate being kept in the loop, which makes them feel valuable—and allows them to do their job more effectively.
Lead by example. It’s hard to take a boss seriously who shows up late each day, never turns projects in on time, fails to keep appointments, badmouths his or her superior, or steals office supplies. If you want better employees, you have to improve your act, too. They’ll take your rules seriously if you do the same.
Give assignments—then get out of the way. People don’t want to know how to do something; they just want to know what it is you want accomplished. People take pride in figuring out projects on their own, and using their own creativity to solve problems. Jobs are boring if a boss always tells you every step to take. Give your employees freedom to do it their way, as long as the outcome is what you expected.
Delegate. You don’t have to do everything yourself. That’s why you have employees under you. Get rid of the tasks that don’t tax you; keep the ones that you’re paid management salary to do. Let someone else handle the rest.
Ask people for input. Employees want to feel valued. And, believe it or not, they sometimes have better ideas about how to do things than you do. Ask them what they think, and really listen to them. They’ll appreciate your asking, and feel honored when you take their suggestions to heart.
Set goals. Everyone likes to work toward a goal, and it’s no different in business. Set SMART goals for your employees; that is, set goals that are Specific, Measurable, Achievable, Realistic, and Time-based, to motivate them. Having something to work toward gives meaning to a job; allows you to have objective data from which to see how well employees are doing; and gives employees specific guidelines on what you expect.
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