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How To Step Up Your Management Style - Finnegan Pierson - ContactCenterWorld.com Blog

How To Step Up Your Management Style

Starting one’s own business has been the dream of many a would-be business man or woman, and it’s easy to see why. As the head of a company, you’d be taking the lion’s share of the profits, and it’s always nice not to have a boss breathing down your neck. However, in lieu of that boss, you’ll be responsible for breathing down the necks of your employees. Management is an important part of any organization, but the skills to manage effectively aren’t a given. Ineffective management can translate to losing employees and sacrificing productivity. These tips can help you manage your team effectively.

Workplace Culture

While the average employee doesn’t tend to think about it, every business carries with it an atmosphere of sorts, often referred to as the organizational culture of the company. Even though it often flies under the radar, a company’s workplace culture is an integral part of managing employees. This is because the culture of a business informs the practices of the company and is likewise informed by those practices, meaning that it can dictate quite a lot of how the company functions.

 

For example, the average person wants to feel useful and valued, and that means that simply addressing the successes of your team can make your employees feel more welcome, leading to better employee retention and morale. The right culture for your company is highly subjective, but a few rules of thumb include giving your staff room to develop new skills and encouraging a strong, almost familial bond among members of the team.

 

On the other hand, no discussion of organizational culture is complete without mentioning what to avoid. It’s not uncommon for workers to dread interactions with their bosses, for example, and this can hinder the ability of your workforce to get their jobs done effectively. For instance, if a worker has a problem that is inhibiting their ability to work, it’s important for them to feel like asking for the assistance of management is the right call.

Employee Morale

One of the most important aspects of management is the psychological one. Managing employees in and of itself entails social interactions from a position of authority, for starters, but perhaps even more importantly, how your employees feel about their work, known as employee morale, has a major impact on productivity. Workplace culture is a great place to start when addressing employee morale, because there is more than a little overlap between the two. Again, it’s important not to intimidate employees, but it might be worth looking at this particular problem from a new perspective. Rather than inhibiting your own demeanor, it could be said that you’re trying to subvert the expectations workers already have from previous positions.

 

Outside of your own demeanor and that of your managers, you will also have to contend with some less obvious problems. For example, a nearly universal problem with labor is that people tend to find their jobs unsatisfying, and there are a number of reasons for this. For example, it’s easy for a given employee to feel disconnected from the work they’re doing. After all, they receive only a portion of the earnings from their labor, and they often do not see the end result of that labor. Making the work feel valuable is therefore an important part of maintaining morale among your team. For example, something like an employee of the month position can enhance the perceived value of your staff’s labor by celebrating a given worker’s success while also providing something for the rest of the team to aspire to, thereby giving everyone involved just a little bit more motivation to not only continue doing their jobs, but also improve their skills and performance.

Social Skills

It cannot be overstated how important interpersonal skills are for just about any job, regardless of scale or kind. From your own time in the job market, you’ll likely remember people skills being a highly sought after skill for many positions, most prominently those in the service industry, but even working as a member of a team or, in this instance, leading a team requires extensive use of well trained social skills. Open and honest communication is an important foundation for managing a team effectively, because everyone needs to be on the same page for operations to continue smoothly. This means that questions that go unasked or unanswered can lead to avoidable mistakes that can detract from your bottom line or worse.

 

It’s important not only for you to communicate effectively with your managers and employees, but also for your staff to communicate effectively with your clientele. “Service with a smile” is a popular mantra among the service industry, for example. This means that flexing your own social skills is only half the battle, and bolstering those of your team via training is just as important. Customer service and sales personnel are naturally poised to take greater advantage of such training, but it can also extend to continued interaction with clients, for example. Likewise, even managers who don’t directly interact with customers can still influence the success or failure of a given sales opportunity based on things like a winning smile and small talk.

Delegation

While there are numerous considerations to be made about how to manage your staff, perhaps the most important is knowing how to delegate responsibilities appropriately. First and foremost, it’s important to hire the right people to fill the necessary positions, but it goes a bit deeper than that. It’s also important to pay attention to how individual workers adapt to their stations. Simply put, it’s important to use the assets that are your team members effectively, and this sometimes necessitates shuffling things around after the fact.

 

For example, if you have hired a worker to fill the role of cashier, they may then show particular weaknesses in social skills, or they might show a higher aptitude for another role during the course of their duties. On the other hand, they may not be a clear sign as to why a given employee doesn’t take to his or her role, but it pays immensely to figure out how best to use them in order to make them a more potent asset.

Publish Date: June 11, 2021 6:11 PM

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