“When you have a high growth atmosphere there are sure to be inefficiencies that start creeping up into operational processes. Effective leaders ensure value is maintained and/or optimized instead of lost, they create efficient workflows and make decisions by fact as a way to manage the increased challenges brought on by high growth, and don’t stray away from the profitable target customer.”
I hope you had a great week. This week I’ve been discussing employee to manager transitions with clients and the problems they have encountered with the newly appointed yet inexperienced manager. You may have witnessed an employee that has been promoted to a managerial position lose their shine as they demonstrate that they don’t actually comprehend the position. Before they were task driven and now they have to think and act strategically. Below I have noted the top 4 struggles that inexperienced managers face:
- Inability to empower others
- Poor delegating: Lack of trust of staff to complete tasks
- Little or no constructive feedback given to staff
- Lack of focus and/or skills in strategic thinking
Early manager to employee support and coaching in the inexperienced manager’s early years in the company is the best course of action in molding effective managers. Employees do what they see their managers do so make sure you walk the talk!
“Effective leaders encourage employees to solve problems on their own coupled with cross-functional department collaboration. They also provide mentorship and/or coaching programs that enhance and educate employees on how to improve their leadership styles.”
Happy Friday! I hope you’ve had a great week. Today, I want to end this week with the topic of employee management specifically when they make mistakes. In my career, I have seen “Screaming Managers”, those that yell like banshees at their employees when something goes wrong or a mistake is made. Its worse when this is done in front of everyone as the employee’s confidence is being eaten alive coupled with the horrific embarrassment.
Then we have the passive aggressive managers, who say everything is okay but have plans to kick you out the door even if this is your first mistake. An effective and strong manager does not scream nor is passive aggressive. So, “What is the best way to manage an employee when they make a mistake?”
“Effective leaders quickly respond to an employee that has made a mistake. They use firm yet positive language to express how the mistake makes them feel and how it affects the company. They make sure the employee understands what they did wrong and give them a brief moment to digest it. Most importantly, they make it clear to the employee that confidence has not been lost and they are certain the employee will be able to not only correct it but also ensure that it is not repeated. In short, effective leaders don’t erode employee confidence they mold them to be champions.”
Motivating employees effectively takes thorough understanding of what truly motivates them and yourself as the leader of the company. Effective leaders communicate performance expectations and goals clearly. It is more than just a reward for getting a big client or exceeding/meeting a goal. It is about clear expectations, communication, regular feedback and performance measures.
The First step in your employee motivation process journey should be to set realistic goals and standards, develop checkpoints to measure progress, create measures of performance to measure progress and encourage innovation.
The Second step, emphasizes the importance of communicating effectively by imploring that goals and objectives are communicated clearly, resistance to change is handled diplomatically, employee concerns are heard and solutions are developed quickly, you as a leader inspire cooperation and commitment, and the brainstorming of new ideas is encouraged.
The Third step, delves into the regularity of employee feedback. It is critical that a feedback system is established along with timely feedback, constructive criticism and the proper managing of conflict.
The Fourth and last step is about the development and reporting of performance metrics. This involves setting priorities, approving solutions, encouraging continuous improvement by providing educational and training opportunities, managing differences, and providing timely recognition and rewards.
In short, stay abreast of the needs, concerns, and accomplishments of your employees on a daily basis. Your employees are not just seat fillers nor numbers; make an effort to get to know them on a personal level. Take the time to verbally appreciate them everyday and showcase your own motivation.