Content

• Steps
• Part 1 of 4: Motivating Employees
• Part 2 of 4: Setting goals
• Part 3 of 4: Delegating Responsibility
• Part 4 of 4: Effective Communication
• Tips

Every large organization has a management hierarchy that is responsible for the operation of the company. A good manager is built into the organizational structure of the company and makes small but effective adjustments. A manager is one of the most challenging jobs (partly because you have to manage other people's expectations) and one of the least recognized. Regardless, there are a few tricks that can help you manage your employees successfully.

Steps

Part 1 of 4: Motivating Employees

1. 1 Staff motivation. What are workers for? What connects them with your organization and prevents them from leaving for another company? What Makes Good Days Good? What makes employees stay with the organization after a bad day or a whole week? Don't think it's money; there are other reasons for most people.
   • Remember that people are driven by their values. If you manage people while respecting their values, they will perform much better.
   • Find out how much your employees enjoy their daily work. Ask them to be honest with you and act based on the information they receive.
   • Offer benefits that are important to your employees. If health is important to them, provide the opportunity to visit the gym. If this is a family, then give them the opportunity to take the children to school in the morning or to take them home in the afternoon.
   SPECIALIST'S ADVICE

   

   Chloe Carmichael, PhD

   
   
   Licensed Clinical Psychologist Chloe Carmichael, PhD is a licensed clinical psychologist in private practice in New York City. He has over 10 years of experience in psychological counseling, specializing in relationship problems, stress management, self-esteem work and career coaching. She also taught courses at Long Island University and worked as a freelance faculty member at the City University of New York. She received her PhD in Clinical Psychology from Long Island University and completed clinical practice at Lenox Hill and Kings County Hospitals. Accredited by the American Psychological Association and is the author of Nervous Energy: Harness the Power of Your Anxiety.

   Chloe Carmichael, PhD
   Licensed Clinical Psychologist

   Making adjustments to management thinking can help. Chloe Carmichael, a licensed clinical psychologist, says, “What worked for you earlier in your career won't necessarily work now — when you’ve become a leader. When you were a junior employee, you probably received a lot of attention for just respecting your boss. Now that you are in a leadership position, you need to learn how to delegate responsibilities, talk to people about their performance, and set boundaries with those under your leadership. "

   
   
2. 2 Make employees happy. A successful manager knows how to identify and reward the best performing employees because satisfied employees work harder. Try to reward the merits of your employees, both in private and in the presence of the entire team.
   • When meeting with your boss, be sure to mention the merits of your employees. If your boss encourages your employees, they will think you value them and make an effort to reward their accomplishments.
   • When you are alone with employees, talk to them about a job well done. Don't be afraid to go into details. This kind of private conversation, even a short one, can have a positive effect on employee motivation.
3. 3 Tell your employees from time to time how much you value them. Over a cup of coffee, tell your employees why you value them: they are hardworking; they effectively motivate other people; they learn easily; they are disciplined and willing to work hard; they always cheer you up (and the like). Don't spare your words - speak honestly and frankly. Employees who are valued by their superiors will be satisfied and perform better, and that enthusiasm will be passed on to other employees.
4. 4 Treat everyone equally. Most managers are not as egalitarian as they might be. Favoritism often occurs on a subconscious level. The tendency is to recognize employees who remind or love managers of managers instead of appreciating the best performing employees. The latter are the most important contributors to the achievement of the company's goals, so be in control of your behavior and do not ignore them. Even if they let you know that your positive attitude doesn't matter to them, they will still appreciate it.
5. 5 Treat your employees well. A good attitude and job satisfaction will reflect on customers and help improve your company's image. Perhaps they will treat their subordinates the same way, thereby maintaining a positive corporate culture.

Part 2 of 4: Setting goals

1. 1 Promise little, do a lot. Do you want to be the person who sets tempting goals and never reaches them, or the person who sets realistic goals and achieves them well ahead of schedule?
   • Realistic goals do not mean that you should not set ambitious goals for yourself or your employees. A manager who never tries to "jump over his head" will be known as a manager without ambition. Even a conservative poker player knows to go all-in from time to time.
2. 2 Each employee must know what is expected of him. Specific goals help you focus on work. Be clear about what you are waiting for, the deadlines and what you will do with the results.
3. 3 Assessment of work. A little feedback on the work of your employees will help them focus on work and improve results. When communicating in small groups or one-on-one, detail your comments.
   • Set up a timetable for discussing the results of the work. Do this regularly. Your employees need to know when this will happen in order to be available at the designated time.
4. 4 Meet the highest standards. Don't be a manager who yells at subordinates for their mistakes and pays no attention to their own.Ideally, be more critical of yourself than of your employees - they will see what standards you are trying to meet and will start imitating you.

Part 3 of 4: Delegating Responsibility

1. 1 Delegate. You are a leader because you do your job well, but that doesn't mean you have to do everything yourself. Your job, as a leader, is to teach other people to do their jobs well, too.
   • Start small. Give people tasks that, if done incorrectly, can be corrected. Train and empower your employees. Gradually move on to more important tasks, taking into account the strengths and weaknesses of employees.
   • Learn to anticipate problems in order to properly explain the assignment to the employee.
2. 2 Give tasks that will pull up your employees. Once your employees begin to take on more responsibility and demonstrate their ability, give them tasks that will expand their skills and help them do their jobs better. You will not only learn what your employees can do, but you will also increase their value to the company.
3. 3 Take responsibility for the mistakes of your employees. When one of your subordinates makes a mistake, do not scold him; pretend that you made a mistake (even if it is physically impossible). This will create a work environment in which employees will not be afraid to make mistakes.
   • To think independently and work well, you need to learn; to learn one has to be wrong. Trust your employees and discount their mistakes.
4. 4 Don't take credit for the accomplishments of your employees. Your employees should be rewarded for performing well. This motivates them to keep working hard. A successful manager is a conductor who directs the orchestra so that every musician plays beautifully, while setting an example without standing out from among the musicians.
   • What happens if you assign ideas and merit to your subordinates? They will think that you only care about yourself (about your career) and are ready to sacrifice one of the employees at any time to get promoted. This way, your subordinates will not be motivated to work hard.
   • You might be thinking, “I’m responsible for other people's mistakes, but I’m not rewarded for the success of my people. Do I need this? " If you want to be an effective manager, don't worry too much about your own honors. Your management will appreciate the work you do anyway. What's more, your bosses will be pleasantly surprised that you motivate your employees by staying humble and in the background.
5. 5 Admit your own missteps. If something went wrong as you expected, admit it and explain to employees what could have been done differently. This will not only show them that you are wrong too, but it will teach them how to correct their own mistakes.
   • When correcting old mistakes, explain it to the staff present. For example: “I know to press this button because when I first got started, I made the mistake of pressing the blue button because I thought that restarting the system would fix the problem, but I had to make sure that it only made the problem worse. ".

Part 4 of 4: Effective Communication

1. 1 Keep the door open. Remind employees that they can always reach out to you if they have any questions or concerns. Communication will allow you to quickly learn about problems and quickly resolve them.
   • Don't be one of those managers who employees don't go to with problems because they are afraid to be disturbed. Don't take this as a problem - see it as an opportunity to show your employee their value to the organization.
   • Do not ignore the concerns and concerns of your employees and always answer questions in full.
2. 2 Show interest in your employees. Do not communicate with your employees in a strictly businesslike manner.Ask them how they are feeling, tell them about yourself, establish a personal connection.
   • Take an interest in the lives of your employees outside the office so you know when the employee needs help from you, for example, taking time off to attend a funeral. If you worry about your employees' privacy, they will reward you with loyalty.
   • Don't go overboard. Don't ask employees about things that are too personal, such as religion, politics, or personal relationships. You can be friendly without being overly curious.
3. 3 Don't mix positive and negative reviews. For example, you are talking to employees about their performance. You start the conversation by mentioning how well your employees are doing and remember some more things they have done well. Then you take a detailed look at their failures - declining sales, diminishing profits, and the like. Do you think employees will pay more attention to positive or negative reviews?
   • If you mix positive and negative comments, you won't get any results. Positive reviews are overshadowed by negative ones, and negative ones lose their force and do not have the desired impact. Of course, there are situations when you need to both praise and scold, but in general, this manner of communication is less effective.
   • It is best to place a clear emphasis on either positive or negative feedback in your conversation.
4. 4 Listen to your subordinates. During conversations with employees, you do not need to talk yourself all the time. Let your colleagues speak, while keeping a close eye on the following situations:
   • When employees are actively exchanging ideas. Don't interfere with the conversation unnecessarily - allow employees to calmly share their opinions and ideas.
   • When employees are having an emotional conversation. People should express their emotions in a safe, controlled environment. Suppressing their emotions can lead to the creation of closed working relationships. On the other hand, uncontrollable emotions can interfere with rational discussion.
   • When employees are building relationships or discussing something. In this case, listen carefully to what your employees have to say.
5. 5 Understand what you hear. A good manager strives not only to be a good listener, but also to understand what his employees are saying. If you are not entirely sure you understand what is being said, repeat the words spoken by your employee.
   • Instead of saying, “Sorry, can you repeat what you just said? I'm not sure I understood you, "- say something like this:" So you are saying that we could increase productivity by offering more meaningful incentives. How do you propose to do this? "
6. 6 Ask questions. Intelligent questions show that you are following the conversation closely and want to understand what the conversation is about. Don't be afraid to ask questions if you think you will look stupid. Effective managers care about understanding important things, not how they look. Moreover, other employees may have similar questions that they do not ask. If you ask a question, you can act as a mediator and thus build relationships between your employees.

Tips

• Do not scold the entire department for the mistakes of one employee. For example, you've noticed that Angela is often late for work. Instead of a general email alert, have a one-on-one conversation with Angela.
• If you have no choice but to dismiss, do not automatically give an employee a bad recommendation. Perhaps it was just an inappropriate position for him. Try to highlight the potential and strengths of the employee.
• Never reprimand an employee in public, however deserved it may be.
• Don't force employees to stay after work.Respect their time and privacy, and they will reciprocate with you and the organization.
• Celebrate success with your team, such as shaking hands, inviting you to dinner, or taking extra time off.
• Treat your subordinates well. They are the key to your success.
• Intervene immediately in conflicts between employees. Do not ignore problems and do not ask employees to sort things out among themselves. Often in such situations, the employee feels trapped and powerless, especially if another employee is somehow superior or older in position. Talk to each of the conflicting workers in private and then together. If necessary, invite a facilitator. Consider a specific problem, not general complaints. “I don’t want to help Ivan because he never does the same for me” is a specific problem. "I don't like Ivan's attitude" is a common complaint.
• Being a good leader does not mean meeting the needs of all employees. If the worker is over-doing or not doing the job, talk to him. Use the sandwich principle or nonviolent communication method. If that doesn't work, consider firing him.
• Before firing an employee, consider transferring them to another department.
• Snowy days are a problem for workers with children. Kindergartens or schools may be closed. Please check with Human Resources before allowing employees to bring children to work as child safety issues may arise. It is very important to consider the privacy of your employees.