The manager's job is to track, monitor, measure people, processes, performance to make sure the work gets done.
How to be a role model for everyone to look up
Leadership is more than the position in your company. A great leader leads by example and is considerate, appreciative and interested in his or her employees. Be willing to share your experiences and failures because these are things your workers can relate to and learn from. Be open to learning new things and motivate your employees toward their own success
Develop habits most successful supervisors practice, daily
Take one day at a time, and set achievable goals for each day. If a project is large, divide it into manageable segments that you can accomplish daily. Effectively completing smaller tasks will lead to overall success.
Avoid (5) things that can derail supervisors
.You have a busy schedule and multiple priorities, and if you're not careful, you may get caught up in the details and forget the big picture.
Discover what employees need and expect from you
Employees want a leader who can share information and who trusts their competencies.
Learn to manage people and other valuable resources
Delegate to Empower Employees
By delegating to others, you empower your employees with ownership of the task at hand. Delegation is a powerful tool that can be used to make your organization and employees work efficiently through any project or crisis.
Give direction (not commands)
People will commit to goals if they can benefit or gain from achieving the objective. Learn what drives your employees and use it to motivate them toward your vision and goals. Let them know how your goals can benefit them and the organization.To gain commitment:
How do you turn responsibility and authority over to employees? First, we have to realize there are only (3) areas supervisors can legally manage:
To hold someone accountable you must have a written standard to hold him to. Supervisors, can discuss and can turn over the responsibility and authority to employees in these (3) areas.
Getting employees on board with change
Explain the change in the big picture/benefits Address fears of employees, potential loss of job, role changes, process changes, honestly
Get the necessary training or facilitators to get everyone on board with the change Provide reassurance about the positive changes and impact
Dealing with difficult employees (address the bad attitude/behavior issue)
Detail the specifics of the behavior
Collaborate on a plan of action
Get their commitment to do the right thing and set a time limit
Keep a list of (ABP) Attendance, Behavior, Performance Issues
Set the 'authority' tone day one, week one upon team onsite return. Review office decorum, policy and procedures, and dress code. Repeat often!!! Then meet to set team goals, milestones and rewards... Don't be a prick... have fun leading your teams in the rapidly changing digital world.
is a certified business and life coach. He writes small business blogs to help small business owners make money. (www.nomopofolks.com)