10 Tips for Managers
by Dan Miller
Thanks to a soft economy and widespread lack of job security, a manager's job is more challenging than ever. So it's time for leaders to show their mettle. Here are 10 key principles for building and sustaining an effective team:
Demonstrate Strong Communication Skills
Whether you're explaining a project to other managers, interviewing a candidate or resolving a conflict, the ability to communicate effectively is critical for your team's success, not to mention it could also help you keep your job.
If you can't communicate with your direct reports, you shouldn't be managing people. "Keeping people in the loop is the most important thing you can do," says Linda Tischler, managing editor of new media at FastCompany.
Communication is also critical when it comes to bad news. Not delivering bad news to your direct reports can create rumors. "You have to be able to deliver the unpopular decisions," says Tischler. "If everybody understands what's going on, it allows you to do the things that are unpopular."
Know Your Customer
Understanding the customer helps a manager optimize a team's skill set to keep clients satisfied.
"Too often, we make the mistake of giving the customer what it is we think they want or need," says Doug Whiting, associate vice president of public relations at Fairfield University. "If we miss the boat, then we've not spent our resources wisely."
Hire Good Employees
A bad hire will consume your time and hinder productivity. Look for candidates who answer your questions honestly and with passion, but who recognize they don't yet have the job and maintain a sense of humility. Also, don't worry about hiring someone who may be smarter than you. Surrounding yourself with talent makes your job easier.
Establish Respect Among Your Employees
"Respect is earned when managers are competent, committed and treat their employees fairly," says Richard Hood, a sales rep with Oracle.
It's critical you demonstrate why you're in your position. "People are looking for guidance and leadership. In order to build a team framework, people need someone to look up to," says Tischler.
Recognize and Maximize Employee Strengths
"The best ideas often come from the factory floor," says Tischler. "You don't have to look high on the org chart to come up with the best idea."
Good managers determine where their employees provide value. This may include skills that were not part of the job description.
Network Internally
Don't just mingle with your team. Talk with other managers and have lunch with someone you don't know. "Spending time with others is a great way to build your personal brand," says Hood.
Get Your Team Noticed
"Publicly touting your group and its accomplishments builds group esteem and morale," says Hood. You must communicate the role your team plays, especially if you're not directly responsible for revenue.
"There's another, practical reason for generating good press internally," says Lisa Allen, an Internet executive. "If and when budget cuts or other tough resource issues surface, you want to be sure your group is recognized as being productive or creative."
Give Public Recognition When It's Deserved
It's important to promote your team efforts, but giving public recognition to deserving individuals is also crucial.
"Private recognition can be given through promotions, pay raises, title changes, or a thank-you note from the boss," says Whiting. "But public recognition sometimes is even more important to the individual."
Always Act Like Your Supervisor's in the Room
It's difficult to wear the manager's hat constantly. If you're having a bad day, blaming someone from another department is tempting. If there's gossip circulating through your team, it's easy to get pulled in. But it's best to act professional at all times, even though it's human nature to let your guard down occasionally.
"You're helping set the tone," says Allen. "Set an example for more junior people within the organization."
Manage Bad Employees Out
You don't have time to baby-sit. "If you're operating with a small team where every player is critical, you can't have someone who's not pulling his weight," says Tischler. "You can't change the rules for [one person]. This could really bring a team down."