It can be easy for employees to take managers for granted because most employees are trying to avoid the attention of their managers.
But a company cannot be successful without a dynamic and experienced team of managers.
Each day, the management team of your company sets out to do everything it can to put employees in a position to succeed. In order to appreciate the pressure managers are under, we first need to understand and accurately measure the daily practices of the most effective managers.
6 Daily Practices of Effective Managers
1) Maintain Departmental Culture
In order for a sales department to be successful, the manager has to create a culture that fosters success. Sales enablement is the process of giving sales professionals the tools they need to succeed. A strong culture is maintained by a manager who gets involved in what the employees are doing and helps employees to solve daily problems.
A good manager is out there sustaining a culture of success and not locked in their office wondering what is going on.
2) Constantly Evaluating The Talent Of Team Members
If an employee has displayed a talent for doing something that is useful for the company, then a good manager would have taken note of that talent. Each and every day, good managers talk to their employees and monitor the work that is being done to determine the talent level of each employee.
When the company faces a crisis, a good manager knows which employees to call on to help solve the problem and move the company forward.
3) Constantly Looking For New Talent
A good manager has told the human resources department to line up interviews with any employee that could benefit the company. That is not to say that a good manager is always hiring new staff members.
But a good manager does want to know what talent is available should the need ever arise.
The company could decide to start a new department or a key employee could decide to leave the company. If that were to ever happen, an effective manager already has a pool of potential employment candidates to call on.
4) Meets With Employees
Each and every day, an effective manager sets up meetings with his employees to gauge the employee’s progress in their development and to identify any challenges that may have come up.
A good manager does not wait until the annual review to sit down and meet with employees.
While there should always be that open level of communication between employees and their manager, it is always a good idea for managers to schedule one-on-one meetings with all employees throughout the course of the day.
5) Head Off Conflict Before It Becomes Disruptive
There are few things that derail a successful company faster than internal conflict. A little friendly competition for jobs and promotions is a healthy thing for any company. But when a real conflict erupts, that can disrupt the entire company.
A good manager is constantly keeping an eye out for potential conflict and working to eliminate the issue before it explodes into a problem. An effective manager does not avoid conflict in the hopes that it will just go away.
An effective manager addresses conflict head-on and eliminates it immediately.
6) Remain Honest With Employees
Employees know when they are being lied to, and they do not like it. While the truth can sometimes hurt, it is still in the manager’s best interest to be honest with employees at all times.
Employees will have to understand that there are times when the manager cannot be forthright with delicate or sensitive information.
But when the information needs to be distributed, employees want to know that their managers are being honest with them each and every time.
Effective managers are interactive leaders who understand and remember what it is like to be an employee. But managers also have to keep one eye on the future growth of the company, and that is what makes a manager’s job difficult.
So how are you doing with the above six daily practices? Are there areas of improvement that you can start today or tomorrow? What sort of challenges do you face in becoming a better manager or leader? I would love to hear your thoughts!
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Filed under: Authentic Leadership, Leadership Lessons Learned, Leading & Developing Other Leaders, Life Balance, Practical Steps to Influence | Tagged: communication, emotional intelligence, leadership, Self-development, Servant Leadership | 3 Comments »