Harness People Power
It’s useless to move a large group of people toward a goal unless the manager has clearly identified what needs to be done, the method of doing it, and has a planned strategy of promotion in order to get people pumped up—to accomplish the goal. So the better a manager gets at the planning stage, the more his people will get behind it. If he can’t explain what he wants, the people below him lose confidence and become confused.
Every office has resources. The employees who work there are skilled labor with varied assets to offer. A manager learns about his people and knows what their strengths are. Having an abbreviated profile and skill chart on each worker is a great idea.
The way an office is organized can be resourceful, provided it is well organized. A good manager is able to identify his ready resources and knows how to organize them: whether that means breaking people into skilled groups, looking for new ways to fund a project, or simply being savvy about creating ordered file systems and ways to disburse needed information in record time—because time is a resource too.
Anticipate New Trends
The manager is an up-front leader who not only needs to get things done in a timely manner daily, but he also needs the ability to read the company’s crystal ball. It’s not enough today to simply do the day’s work. Managers must try to anticipate circumstances that will benefit the firm down the road. For example, maybe he could make a difference to the company’s efficiency if he is able to find and locate a new technology that will save marketing time—perhaps a new way of sharing information with larger numbers of consumers. Maybe there is a new widget on the horizon that will eliminate a manufacturing step. Whatever it is, his antenna needs to be up for new developments.
Decision Make and Delegate
You’ve heard the phrase, ‘the buck stops here’? For managers often that is the case and finding ways to survey workers and compile both criticism and opinion will help to process their feedback, make better decisions and contribute toward improved understanding and effective policies.
An ongoing analysis of worker performance also allows a manager to delegate work and assign measures to keep employees productive.
Use Additional Training
Education through workshops, institute courses and employee conferences work to make the ties and relationships with co-workers (and customers) better so that efficiency can be taken to a new level. When the manager uses specific and measurable ways to grow and improve, workers can accept more responsibility. It’s not enough to say, “work harder,” but directions on how to: make a survey, organize a research team, or train for a new position are something that anyone can understand with additional training.
Workers are more apt to take on projects or responsibilities if they can see the ‘carrot instead of a stick’. A wise manager finds ways to create accountability, yes, but also provide an attainable reward for a job well done. By acknowledging results, the manager sets up an atmosphere of cooperation for future projects.