“People leave managers, not jobs.” I’m sure you’ve heard that before. And you might have even experienced it yourself.
So as a manager or supervisor you don’t want to be that person at your company. You know, the one that no one can get along with whose team is constantly going through the revolving door.
You want to be the great manager that everyone wants to work for. But how can you do it?
By using these 15 skills.
We all have a little bit of a control freak living inside of us. But don’t let that get in the way of delegating tasks to your employees. They can handle it; it’s why you hired them in the first place.
One person’s ideas may be good. But when another person comes along, they can take that idea from good to great. And that only happens when you encourage collaboration among your employees.
Even people that don’t work in “creative” industries still want to be creative when it comes to solving problems. Your job is to let them.
Your employees want to know how they are doing—especially new employees. So tell them! Let them know if they are doing a great job or coach them if they need help correcting a problem.
Start saying please when you ask an employee to complete a task and then say thank you when they’re finished. People value these three words because it shows you respect their time and the work that they do.
When your employee makes a mistake, you want them to tell you. So do the same thing for them. Admitting that you screwed up sets the example that everyone on the team should take personal responsibility for their actions.
If two people on your team can’t get along, it’s your responsibility to jump in and try to help fix the situation. As their supervisor, you’ll need to step in and learn how to mediate and control conflicts among team members.
You know the big picture. But do your employees? Provide them with the information they need to see it and how they help your company achieve its goals.
If you don’t know about a problem, how can you fix it? And on the other hand, if you’re doing something right, how will you know if no one tells you? Ask for feedback from your employees to find out what you should stop doing and what to keep doing.
You know what everyone hates? Someone that micro-manages them. If you think you might be micro-managing your team, it’s probably a sign that something else is wrong. Investigate why you feel the need to do this and make a change—fast.
Make sure you communicate in a way your employees will understand. Always try to be clear with what you’re asking them to do and your expectations.
Is there a conference that your employees want to attend? Is there a class they could take? Is there a professional organization that they can join? Help make these things happen for your employees so that they can develop their skills.
Employees need to know what’s expected of them. You can communicate this by setting goals and letting them know exactly what they need to do to be successful in their positions.
Now, you don’t have to give out a trophy or do anything elaborate, but when one of your employees does a great job, provide some kind of recognition. For example, copy them on an email to your CEO or praise them in front of the company.
It’s one thing to try and improve your skills, but don’t try to be something you’re not—be yourself. It’s you who got promoted and there’s a reason for that!
Make no mistake, being a good manager or supervisor takes a lot of work. But if you put the time and effort in, you can do it.
And don’t forget to take advantage of help like our Manger’s Toolkit training courses. It’s everything you need to get started developing your managerial skills.
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