Managing a team is hard. This means considering the differences in personality types, habits, and motivations of subordinates, while relying on your objectives and considering the goals of the company. These secrets are designed to help every small business owner manage a team effectively.
Don’t Try to Change Everything at Once
When you move to a new management position or are transferred to a different department, often you are on the rise and eager to put all your ideas into practice quickly. This enthusiasm is a wonderful thing, especially if there is a chance to get some extra for this, like the live casino Philippines offers. But it pays to stay the course. Before embarking on any major changes, give yourself time to understand your role and the work of your team.
When giving an order, a manager has to rely on his own authority. An orderly tone of voice should be used only in urgent situations where it’s necessary to solve the problem immediately. In this case the initiative of the executor is suppressed and he, in fact, is released from responsibility. He simply carries out the order.
Labor efficiency decreases if an order is given with the threat of punishment. An effective method of managing an employee is an order in the form of a request. Then the employee feels that he is trusted, wants to cooperate with him and believes in his abilities. Especially if the order relates to something that is not part of his duties. Effective management boils down to the fact that employees need to be stimulated, to develop their activity and give them the opportunity to show initiative. Only in this case the efficiency of work will be the highest.
Psychological management of the team implies the ability of the manager to have the right conversation with his subordinates. Before you start talking about misconduct, you need to calm down and start the conversation with the achievements and successes of the employee. The conversation should be conducted privately so as not to create intra-group conflict in the team. It is desirable that the manager explains to the subordinate what he is dissatisfied with, gives the facts of the violation and listens attentively to the subordinate’s explanations. The end of the conversation should be that the head should emphasize the strengths of the employee and instill in him the belief that in the future he will succeed.
The system of motivation of employees in the question of how to manage the team, is of great importance. But even to encourage employees you need to know how to do it right. Material motivation of the staff should be expressed in encouragement for the successfully performed work immediately after its completion. The effectiveness of a particular immediate encouragement is much higher than waiting for a bonus by the end of the month.
Non-material motivation of employees can carry more value than material. For example, if the manager publicly praises the employee in the presence of colleagues, whose respect is important to him. Recognizing a subordinate’s success in time with the right words is a great motivator. In the past, it was often practiced in organizations to award diplomas, boards of honor. Now in some state organizations such methods of team management remain, but the new generation no longer takes them seriously.