Small Business Owners: Improve 'Profits' by Managing and Supervising People
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
Leads by example
Demonstrates commitment
Appeals to emotion
Communicates to all senses
Is knowledgeable
Maintains Integrity
Motivates
Empowers others
Builds relationships
Shows confidence
Is enthusiastic
Is consistent
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.
Think small - break things down
Define a specific, realistic goal
Define a deadline
Identify what will be produced
Track your successes and failures
Make your goal and deadline known to others
Define a penalty if you fail
Do everything necessary to avoid distractions
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.
Not having and understanding of your strengths and weaknesses
Failing to set specific goals for the team, self and individual employees
Forgetting the company mission statement
Don't stay in your office all the time, ignoring relationship building
Not providing a benefit to your company (lack of productivity)
Discover what employees need and expect from you
Vision
Trust
Inspiration
Compassion
Information
Empowerment
Integrity
Recognition
Employees want a leader who can share information and who trusts their competencies.
Someone who can get involved in production of work
Keeps the team from getting overloaded with outside priority work
Someone who sees the big picture but understands the fine details that move the team forward.
Learn to manage people and other valuable resources
Understand your company's business strategy
Conduct and analysis of the people your currently employ
Figure out where you critical people issues are
Come up with consequences and solutions to actions
Implement action plans and evaluate them
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.
Determine what to delegate
Carefully select the employee
Give clear instructions and ask for their understanding
Cement commitment
Establish milestones and check-in points
Don't micromanage or hover employees... but monitor activities by reporting
Follow up and evaluate the outcome
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:
Ask employees for their opinions and insights
Describe the benefits of following through on goals
Know your area of expertise thoroughly
Return favors
Employee ownership
How do you turn responsibility and authority over to employees? First, we have to realize there are only (3) areas supervisors can legally manage:
Performance - how the employee does the job?
Behavior - how the employee acts on the job?
Attendance - does the employee show up? On time?
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
Help others through the change
Empower the leaders on your team
Monitor change
Make sure the change lasts
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)
Deal with attitudes and resistance through acknowledgement
Try to develop a positive rapport with the person
Recognize the employee when he or she does something well
Always use specific, clear and direct language about bad behavior/attitude--- don't soft pedal the problem
Detail the specifics of the behavior
Make sure the feedback is given in a timely manner
Deliver negative feedback objectively and unemotionally, avoiding emotionally charged statements
Invite the person to share his or her concerns
Collaborate on a plan of action
Communicate the impact the impact of the employee's behavior and how it reflects on:
Him or her
You
The rest of the team
The organization
Get their commitment to do the right thing and set a time limit
If they don't reassign, terminate
Keep a list of (ABP) Attendance, Behavior, Performance Issues
When discussing issue with employee... finish by asking what do you suggest to fix the issue
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.
