Managing employees effectively is a top priority for many firms. Getting to grips with these processes can supercharge companies and make them more profitable.
But what do you need to do? That’s the topic of this post. We look at some common do’s and don’ts and how to implement them in your enterprise.
Do Be Flexible
When managing people in your organization, you want to be as flexible as possible. Understanding that people have a certain work-life balance they want to maintain can help you improve relations with your workers and get them on your side.
There are plenty of ways you can be more flexible. For example, you could offer flexible hours if you have the right time tracking sheets software. You could also offer remote work and add in extra perks, such as free days off that don’t require workers to phone in in advance.
Don’t Micromanage
At the other end of the spectrum, you want to avoid the temptation to micromanage. Constantly hovering over your workers and instructing them on what to do next is usually a recipe for disaster.
The best solution is to take a step back and trust people to do the right job. Sometimes, you will need to offer advice to help them avoid low productivity, but these situations are rare. Most of the time, workers will simply learn what they need to do.
Do Lead By Example
You also want to lead by example where possible. Showing your employees how you’d like them to operate while at your firm and doing work yourself can be a powerful way to support them.
If you can be a leader who exemplifies the company’s values, employees are more likely to follow the standards set by your organization. Often, culture trickles down from the top, so if you can show colleagues you care, then they are more likely to follow suit.
Don’t Show Favoritism
You might have favorite employees, but don’t show it. Instead, act as an impartial leader. Being anything other than this can cause resentment in the team and lead people to leave, pushing up your recruitment costs and lowering morale.
If there is someone you think is a high achiever and deserves extra pay or a promotion, measure their work and act accordingly. Demonstrate to other employees why they deserve special treatment and what they’ve done to earn it. Keep everything transparent and out in the open.
Do Provide Training Opportunities
You also want to provide your team with adequate training opportunities and chances at personal development. Workshops, seminars, mentorships and other programs can be helpful.
These additional forms of assistance mean that people are much more likely to stay with the company. Things that support their career development are much more likely to be seen as positive and reduce the risk of them looking for opportunities elsewhere.
Don’t Avoid Tough Conversations
You also want to avoid a situation where you’re deliberately skirting around tough conversations with your employees. Shying away from issues can increase long-term costs at your company.
For example, if there’s someone who isn’t pulling their weight, that can reduce productivity and cause morale issues on your team. Failing to deal with the problem can cause many employees to leave.
Do Reward People
At the same time, it helps to reward the people in your organization for outstanding effort and achievement. Recognizing their impact improves morale and provides an incentive for other people to work hard and do their best.
Rewards can take various forms and can be informal or formal. For example, you could simply thank someone for their contribution publicly, recognizing what they’ve done for the firm. Or you could host an official award ceremony where you provide them with some sort of prize or incentive for their hard work in front of their colleagues. It’s really up to you as the manager.
Don’t Neglect Employee Well-being
Lastly, you want to avoid a situation where you’re neglecting employee well-being at all costs. If you disregard their physical and mental health, you’ll eventually run into HR issues or worse.
Focusing on employee well-being means encouraging a balanced approach to work and fostering a pleasant environment for them to do their jobs. That means avoiding poor management practices and avoiding hiring bullies to senior positions. It also means providing plenty of time off at the weekends and recognizing that most individuals find work stressful. It isn’t something they necessarily enjoy.
So there you have it: some do’s and don’ts for managing an effective team.
