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Managers are Judged by How Good their Employees are

“John, your new associate Jenna is amazing.  She is focused, committed and already has confidence.  How is it that you always have the best associates?”

Have any of you heard something like this before?  Someone coming up to you as the manager and saying that they are very impressed with your employees and that it must be from your awesome management skills.

Granted, some employees, new or old, are just awesome, without a manager’s intervention.

An apple doesn’t fall far from the tree.

There are many, if not all, people (customers, employees, managers, etc.) that judge a manager by how well their employees work and their employees behaviors.

Here are 3 key points that will make you have a high reputation as a great manager:

1. Positive Reinforcement 

Associates will more than likely perform better when their direct supervisor provides them with positive reinforcement.  The manager always has to remember to say something nice to their employees almost everyday, if not the employees will resent their leader.

2. Continuous Training

Practice, practice, practice.  Employees minds and behaviors always need to molded to hit the peak of their performance.  Also, the manager needs to keep updated as well, so they can be revered as a beacon of information when employees have questions.

3. Immediate Feedback

How else is a employee going to learn from their mistakes if their manager takes over a week to tell them what they did wrong.  Also, the manager should not take a week or more to congratulate their employees achievements.  If the manager has feedback for them employees, then they have to provide that feedback as soon as they can.

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Why do you hear important things last minute?

“Hey boss, remember that thing you wanted me to do, well I didn’t have enough time to do it.”  ….. Now you tell me…..

We all have heard it, from employees, from managers, from friends and from family as well.  Focusing on the workplace though, everyone has been told that something couldn’t get done or that they forgot to tell you something and brought it up last minute.

The following are a few tips on how to battle against procrastination of communication:

Time Management

Employees and managers need to consistently work on their time management skills.

Tips for Good Time Management

  • Creating Milestones
  • Open Communication with the team and/or boss
  • Saying No to unnecessary work requests
  • Stopping yourself and asking if what I am doing now is important to hit my milestones

Follow up

Following up isn’t just a manager’s job duty, it’s everyone’s job duty.  If you were in a team and were tasked to do a specific job, after sometime you should go to the other team members to see how far their progress has progressed to get a idea of the team’s overall progress.

Communication

If there are milestones that need to be reached so that certain goal can be hit, there needs to be communication, without communication, it is guaranteed that those set milestones will not be reached.

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Great Leaders and Managers Follow Up

One of the most important key tasks that a leader and manager must do to perform their jobs extremely well is also a task that is not done sufficiently, consistently or at all.

That is following up.

Sound Familiar

Many managers have experienced when they have tasked a to do list to employees, telling employees what to do, how to do it and when it should be completed; then come to find out after hours or days have past that nothing was completed or many things were half completed.

Following Up

KISS IT (Keep it Simple Stupid)

Following up is not rocket science, but it is something that most managers do not do or do incorrectly.

The Simple Formula to Following Up

Simply just ask the employee how their progress is going.  If they are demonstrating that they are on target, give feedback and continue to direct efforts to the overall goal.

If they are not on target, first ask why, then coach the employee(s) on what should be done the next time they get off track and remind the employee(s) that they have your full support.  If the employee(s) continues to get off track, then documentation may be needed.

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Want it done right you have to do it yourself

If you want it done right… You have to do it yourself.

As managers you have enough on your plate as it is, let alone completing your  employee’s work as well.

There are key elements that may help you spread the work load and ensure your employees get their jobs done with little or no intervention from you as manager.

The following is a list of those key elements:

1. Plan your workday the night before.

By having a plan the night before you can work in your head what the top priorities are, which in turn will make you more prepared and less anxious, especially when life hits you and throws you curve balls that steers you away from your plan.  Just remember that you created a TOP priority list and what is on that list is what’s most important.

2. Require Updates

As a manager you don’t want to hover over your employees to ensure that they are doing their jobs, let alone have enough time to do that anyways.  But you do want to know how their work is progressing.  Require of your employees that they give you daily or weekly updates, via face-to-face or email, on how their day or week went, work they completed and work in progress.  By requiring updates from your associates you demonstrate to them that you are holding them accountable and are interested in how their day or week went.  Communication is key.

3. Follow Up

When you have an employee that has more work in progress or work incomplete than compared to completed, as a manager you need to promptly notify that employee and request on why they are experiencing poor performance.  Conducting these follow ups will help ensure that the employees finish their work on time and tells the employees that their boss is watching.

 

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