As a manager, if you had to evaluate yourself, what could you improve or change? Where could you act more effectively with regard to your employees and your company overall? It helps if you examine your own skills every once in awhile; even the best managers want to see how they can do better. So now that it’s a new year, consider some of these ideas for becoming a stronger version of your managerial self.
Let your staff know of department objectives – and give them a voice as to how to fulfill them. To that end, it will help communication tremendously if you have regular meetings about expectations for each team member and give regular feedback. The more you can be open with your employees, the better system of trust you will create. As you likely know, a manager whom employees constantly have to second guess rarely has a good working relationship with their staff. And it doesn’t hurt to let them see you’re human, too – if you make a mistake, acknowledge it … and consider allowing employees to be transparent in their constructive criticism of your own performance.
Be yourself and be consistent.
Make sure, first of all, to remain consistent in the way you promote standards: If you have certain overall expectations, express them early and don’t suddenly change them for employees with little to no warning. It’s difficult for your staff to reach those aforementioned objectives if you constantly flip-flop on what you want. And avoid trying to repeat the performance of the previous manager; you have your way of getting things done. Think about your most successful managers and you’ll likely find they had certain qualities – put your own spin on them and you’ll do well.
Recognize your staff.
You as a manager depend on your staff to get the job done, literally and figuratively. You work best as a team, and that involves including your staff in problem-solving. After all, they each come with a set of talents that, when brought together, can create a well-oiled machine, so it makes sense to give them a voice, as well as some leeway to use them as they see fit – let them be creative in their solutions. In other words, avoid micromanaging your staff and recognize their skills and ability to get things done. To that same end, regular feedback on their performance goes a long way toward helping them improve, as does acknowledging their accomplishments and hard work.
A good manager leads by example and frequently monitors himself to see how he can improve, both for himself and for his team. To work with the best team for your next hire, visit PrideStaff.