The manager then encourages the employee to do more of the same and reiterates that they are pushing for the employee to succeed. They are also able to link their positive performance with the praising, because the praising is immediate and focused on a specific achievement. One-minute praisings are also highly motivating for employees, as they begin catching themselves doing things right. Managers deliver quick, specific, and consistent redirects when an employee who ought to know better makes a mistake.
Redirects happen in two parts. In the first part, the manager clearly conveys that they are disappointed in the employee because they failed to achieve a specific goal or meet a specific deadline. They also need to demonstrate to the employee why their mistake hurts the organization as a whole.
Night Manager. Station Manager. Messy Manager. Performance Management The Manager Series. Financial Strategies for the Manager. Recommend Documents. Keith Simerson, Michael L. Benjamin B. Your name. Close Send. Remember me Forgot password? Although the book is redundant in spots, and needs more extensive chapter summaries, it is a terrific tutorial for managers. The bad news: Not everyone wishes you well. Fortunately, most staff members regard new managers with a "wait-and-see" attitude, which is a healthy, balanced approach to change.
Patience and restraint will serve you well as you proceed. Think about the baseball diamond. Let your players score the runs; your role is to create a strategy that will get your team on base and on the scoreboard. Perfectionism is a trap that will catch even your best staffers in an atmosphere of resentment and defeat. Set reasonable targets that will develop team spirit and motivate improvement.
Avoid extreme dramatizations. Active listening is also a powerful management tool. Active listeners avoid unnecessary interruptions, self-centered asides and "know- it-all" comments. Smart managers do not get enchanted with their own rhetoric. Tasks and Pitfalls getabstract Managers wear many hats. Staff recruitment. Communication about department and corporate goals. Resource management and planning. Project development.
Staff training. Personnel assessment. Novice managers often become overly engaged in their old tasks or place greater emphasis on their previous functions within their departments. Look ahead. Focus on the complete picture. A balanced boring others. But very few screens measure or report employee attitude - the most important element in the office. What were your favorite tasks at your previous job? Describe your last manager.
How did you relate to him or her? What was your least favorite chore at your last post? Choose quickly and inform everyone of your choice. Brief your new hire on salary, work hours and any trial period. Avoid that trap. You are responsible for the total results of your department, but you are not expected to carry out every job. Ask overqualified people, be seasoned employees to demonstrate specific chores to new employees. Choose trainers with prepared to lose them.
The training period also provides a good opportunity for reviewing corporate standards and department goals. Write a complete job profile for each position.
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