Soft Skills
MANAGEMENT SKILL
Managing people Micromanaging is the surest way to kill an employee's enthusiasm. To succeed, employees need to know that they're trusted and their work is valued. Micromanaging tells the employee just the opposite, and constant checks are as annoying as a fussy elementary-school teacher telling you to print your name and the date in the upper right-hand corner of every assignment.
Pointing out every little mistake especially things that are a mistake only in my eyes will quickly kill incentive. Instead, try something like "Here's how to make my job easier and more better”
As managers I must responsible for the finished product, but good managers quickly learn how to concentrate on outcome and leave the process to others. What's more important is delivering a solid product or service to my customers on time or how the boxes are stacked?
To be a smart manager I must sets goals and lets employees perform within clearly defined parameters. Gushy praise is instantly recognized as fake and won't cut it. Thank an employee individually for his or her contribution and repeat my thanks at a staff meeting. Always use outstanding performance to jump to the larger issue: Here's how i solved the problem, or here's how I beat the competition.
I can't go wrong by rewarding my top performers with more challenging assignments. Many managers fall into this trap. Top performers are inundated with routine tasks because the work will be handled quickly and well. That soon becomes a disincentive to excel.
Additional pay is always appreciated, but a good working environment is more important to most employees than a few extra bucks each week. Employees need to know that their contributions are noticed, valued and part of expanding the enterprise and I must give it that.
Counsel and verbal warning I must be honest, and upfront, and discuss what i seeing and how important it is to have the whole department working in “harmony”. Simply ask if there is
Managing people Micromanaging is the surest way to kill an employee's enthusiasm. To succeed, employees need to know that they're trusted and their work is valued. Micromanaging tells the employee just the opposite, and constant checks are as annoying as a fussy elementary-school teacher telling you to print your name and the date in the upper right-hand corner of every assignment.
Pointing out every little mistake especially things that are a mistake only in my eyes will quickly kill incentive. Instead, try something like "Here's how to make my job easier and more better”
As managers I must responsible for the finished product, but good managers quickly learn how to concentrate on outcome and leave the process to others. What's more important is delivering a solid product or service to my customers on time or how the boxes are stacked?
To be a smart manager I must sets goals and lets employees perform within clearly defined parameters. Gushy praise is instantly recognized as fake and won't cut it. Thank an employee individually for his or her contribution and repeat my thanks at a staff meeting. Always use outstanding performance to jump to the larger issue: Here's how i solved the problem, or here's how I beat the competition.
I can't go wrong by rewarding my top performers with more challenging assignments. Many managers fall into this trap. Top performers are inundated with routine tasks because the work will be handled quickly and well. That soon becomes a disincentive to excel.
Additional pay is always appreciated, but a good working environment is more important to most employees than a few extra bucks each week. Employees need to know that their contributions are noticed, valued and part of expanding the enterprise and I must give it that.
Counsel and verbal warning I must be honest, and upfront, and discuss what i seeing and how important it is to have the whole department working in “harmony”. Simply ask if there is