It also includes a safety net: If I do not define a priority or deadline for you, you should ask. Each new assignment should be accompanied by key expectations and a clear definition of success. This can be task or project-oriented, specify relationship management techniques, or define proactive attentiveness to growth areas. Manager frustrations run deep on underperformers, missed deadlines or perceived lack of respect. New managers tend to direct their frustrations at staff members; smart managers look introspectively at themselves first. Were priorities clear? Was the format pre-defined? Was the reporting result established? Absence of these definitions falls first on the manager. With time and or experience, a manager can wean staff to supply or confirm these points proactively. But a new manager must first establish this groundwork. Care In business, managing people can focus heavily on the end-result and operational output. New managers can be laser-focused on functional accomplishments and forget that managing people is about …. PEOPLE.
I subscribe to the Marcus Buckingham philosophy of managing to strengths. People enjoy work when they are successful, and they are successful when they enjoy their work! This starts with understanding the strengths of each of the people on your team, and setting up your organizational structure so that people can use their strengths. By doing so, you increase engagement and job satisfaction, which in turn improves performance and ultimate output. Furthermore, getting to know your staff provides the backdrop for understanding their motivations, outside influences and stressors. A key question I pose to new team members is: How can I show that I value you and your contributions? Understanding personal motivations and value systems enables a manager to target her efforts effectively. One team member may appreciate public recognition while another seeks new challenges or cross-training opportunities. Catering efforts and responses demonstrates that you care about their wellbeing, their job satisfaction and their professional growth. For those who are still focused on the end result: surprise, this will deliver the end product you are striving for!
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