Monday, February 17, 2014

5 Things Every Business Manager Should Have in Place

Much of being a manager is about how you conduct yourself day to day in the workplace. But with the right ideas in place, the difficult process of managing a team can become much easier. Here are five things no manager should fail to implement.

Team Meetings

Team meetings are crucial for workplace communication. They allow you to share your goals, plans and ideas with staff. Not only does this keep your team up to date and informed, it also makes them feel included in developments and changes happening in your workplace. It will keep everybody on the same page, and help create process uniformity. But team meetings aren’t just a way for you to talk to your staff. It’s also a great opportunity for your team to talk to you and to each other. Staff can voice questions and share concerns they have been having. They ask each other’s advice, and learn from each other’s ideas. This will help prevent workplace disputes and ensure everyone is best placed to deal with their workload.

Complaint and Dispute Resolution Procedures

If a conflict does arise in your workplace, it is important it is not allowed to fester. Make sure there is a way your team members can make complaints about the behavior and conduct of other staff members in a staff that is confidential. If two members of your team do have an argument, don’t take sides. Instead, try to move the discussion to solutions rather than dwell on the problem. Take those fighting away from the rest of the staff and help them reach a compromise. If you think you’d have trouble in this situation, consider a professional management course such as those offered by HBA learning – take a look at their page here.

Performance Reviews

Performance reviews are an important part of creating an individual relationship with the members of your team. You don’t need to score them out of ten – in fact, that’s probably the worst thing you can do. Instead, performance reviews are a time for you and a staff member to discuss their strength and weaknesses. Although it’s important to discuss the previous period, performance reviews are just as much about looking forward as looking back. Help you team members to set goals, and discuss with them any concerns they have, or road blocks they may face in their quest for improvement.

Incentive and Reward Scheme

Everybody likes to be recognized, and an incentive and award scheme will ensure that those in your team who do put the extra effort in don’t go unnoticed. Since praise and recognition is the goal, prizes offered don’t need to be extensive or expensive. Instead, it’s important employees are awarded publically. Give them a title such as “department innovation award” that will sit well on their resume. Make sure incentives and rewards are not competitive, but available to all who excel. This will encourage others to strive for similar results.

Mentorship Programs

Starting out as a new employee can be a very daunting and difficult task, and a staff member who is “green” and inexperienced won’t add as much value to the team. Pair new staff members up with an experienced mentor who can help the new employee overcome problems, and can answer the endless questions they are sure to have. The mentor shouldn’t be someone who the new team member reports to, as this can be a very intimidating experience. Instead, they should be approachable and easy to talk to.

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