Your hard work has paid off and you are now a manager. In addition to the many benefits, getting into this position brings with it heavier responsibilities. Now you are not only responsible for your own work, but also for guiding and supervising others. Using instructive tips in this regard can be helpful. In this article, we present 12 practical tips for managers who have just been appointed to this position. Knowing these tips will put you one step ahead of other novice managers.
1. Listen well
Most of us have a laid back attitude when it comes to painting a picture about ourselves. For example, we all have these skills:
- Looking at the person while talking;
- Shaking the head.
Of course, all of these are essential listening skills and we need to practice them, but what few people know is that listening skills begin in our minds before a conversation begins.
When talking to your employee as a manager:
- Do not assume that you know all the answers;
- Do not prejudge what is to be said and heard;
- Do not assume that you know what your employee wants to say or what he or she has in mind.
Even if the issue seems obvious, a good manager will explore it with questions and answers. These are important parts of good listening skills.
You may be tempted to do everything yourself, especially if you have done it over and over in the past. However, as a manager, you have to delegate tasks and let your employees do them. This is not just a managerial necessity; By doing this, you show that you trust their abilities.
3. Understand your position
If you have just become a manager, you need to understand the do’s and don’ts of your position. Maybe you grew up in an organization and got this position. This means yesterday’s colleague and friend, now your subordinate. Therefore, you can not continue the same relationship as before, for example, some data is confidential and should not be shared with employees.
Taking into account past friendships when making decisions also disrupts the situation. As a manager, you have to make the best decision, even if it is against your friend’s wishes.
4. Do not be disappointed
If you run into problems in management and make mistakes, do not be disappointed. Be receptive to constructive criticism and if you do not know something, learn it. Learn from the experience and remember that you have the skills that have been assigned to this position.
5. Build mutual trust
Research has shown that when employees trust their managers, they work harder. So your first step as a manager should be to build mutual trust.
Meet with each employee and let them know you and your work priorities better. Instead, allow them to introduce themselves to you. The more you know about them, the better decisions you will make that will benefit everyone.
6. Get help from experienced managers
You are probably not the first person to encounter a problem in the field of management and does not know exactly how to solve it. In this situation, getting to know experienced and retired managers and consulting with them is an effective way to find a solution.
7. Separate personal problems from work problems
In the workplace, problems can often be divided into two categories:
- Personal problems of employees;
- Organizational problems.
When talking to one or more employees, the symptoms of these two types of problems may seem the same, but it is important to understand the differences. Understanding the problem correctly will lead to inappropriate solutions. In the following, we will examine the differences between these two types of problems in more detail:
- Large volume of employee work;
- Employee difficulty in performing job duties;
- Employee dissatisfaction with other team members or their performance;
- An employee is dissatisfied with his job because he intends to change his job or position.
When these problems occur for one or a small number of employees, they can be easily solved using people management skills.
- The workload of the whole group has increased too much;
- Various problems in the process have caused constant delays;
- There is widespread mistrust and tension among group members;
- Employee performance monitoring is poor.
Problems like these cannot be solved by changing one or two employees. Such problems are rooted in the defective structure of the organization and their solution requires changing this structure. Correcting structural problems is time consuming, so a successful manager tries to manage employees in these difficult situations in such a way that they can get through the problems safely.
8. Understand employee goals
One of the most important tasks of a manager is to understand the goals and needs of his employees. This is an organizational necessity and managers should be aware of the situation of their subordinates so that they can have the best interaction and empathy with them and make the most appropriate decisions. To better understand the issue, consider this example:
Consider two engineers in the same company. Both of them have problems in advancing their project. One of them is not interested in the whole project and does not like it, but the other is completely interested in his project and has problems only with one member of his group. If you, as a manager, think that you have to transfer both people to another project, it means that you have not understood their problem properly, because you have not understood their needs and goals well. The best decision is to move the first person to another project and find a new group for the second person to accompany and sympathize with.
Therefore, to better understand the issue and make a decision that is beneficial to both the individual and the organization, it is necessary to understand the goals and motivations of employees.
9. Balance between encouragement and criticism
Encouragement seems easier than criticism, but a survey found that 40% of managers never encourage their employees.
Employees need a combination of encouragement and criticism to thrive. It is the art of the manager to know when to encourage and when to criticize. If you only use incentives, you will be called a naive manager with little discernment. Even if you are constantly criticizing, you hate your employees.
When should you encourage? Encouraging does not mean lying to your employee. He deserves encouragement when he does a good job with effort. So encourage when you see positive performance and your employee deserves it.
When should you criticize? Undoubtedly, the work of any employee may have weaknesses. The art of correct criticism means that instead of listing mistakes and warning them, give the employee proper feedback and ask him or her to use those abilities to make up for those weaknesses. This is called constructive criticism, which leads to employee and work progress.
10. Ask open-ended questions
Occasionally ask questions like, “Is there anything else you want to talk about?” These questions give your employee the opportunity to share his or her problems and issues with you. It also allows you to stay up-to-date on the progress and performance of your employees, and to be able to deal with it sooner. Nevertheless, such a question creates empathy and your employee feels that there is someone to listen to him / her and the trust between you increases.
۱۱. Even when everything is fine, look for the situation
Suppose you are an employee who has always done a good job. Now, for the first time, a major and unforeseen problem arises. In such a situation, employees may be under a lot of stress and do not know how to contact the manager.
To prevent these stressful situations, it is enough to know the progress of things periodically and at appropriate intervals. Periodic meetings are a good opportunity to stay up to date with the latest developments and issues and get the necessary data from employees.
۱۲. Strengthen your leadership skills
The terms leader and manager are often used interchangeably, but there are differences. Organizational skills and the ability to delegate authority are some of the managerial skills you have been appointed to acquire as a manager. But you may also need to develop or strengthen your leadership skills, such as:
- High emotional intelligence;
- Coaching people;
- strong will.
As a novice manager, you are not expected to know all the management tricks, but you are expected to take advantage of the opportunity provided to you and use your abilities to reach the goals of the group and the organization.
Always seek to learn or strengthen new management skills.
If you have management experience, what advice do you have for novice managers? If you are a novice manager, what has helped you to succeed in this new position? Share your experiences with us in the comments section.