Success for managers everywhere means mastering the various management skills

A manager has a very crucial responsibility to the staff. The job is more than telling people what to do, and the employees are looking up to a manager for more than just marching orders. The best manager is one who has a clear understanding of the strengths that every person brings to the team, what motivates them and where they could have opportunities for growth. Furthermore, an effective leader uses this information to help the staff excel in their present roles, develop their talents for future possibilities and comprehend how their work contributes to the company's overall goals and strategy.

In the business scenario these days, ineffective managers do a lot of damage. Their actions and far more their attitudes could lead to decreased productivity and engagement along with increased turnover and even lawsuits for that matter. It is an unfortunate fact that the number one reason people leave an organization is a bad boss and twenty percent of employees feel that their bosses impact their careers in a negative manner. Research revealed that a positive relationship with the manager could directly influence one's job satisfaction. For every manager anywhere, it is crucial to master management skills. The following are some better management processes and guide on how to be a better manager.

1. Find out what motivates each of the employees. Furthermore, the knowledge could help one manage their performance. While there may be those who are motivated by power, status or awarded additional authority, other employees may be more drawn to a chance to tap into their flair for more face-to-face contact with customers or for a creative, job-related travel.

Studies revealed that rather than money, the creativity of an employee when working on a project is the most pervasive and strongest driver. Strictly monetary rewards would stifle the creativity of a project and the unique approach of the employee. Moreover, pure monetary gain takes the interest out of the job.

2. Work actively on boosting the communication skills. Instead of thinking what one wants to day, consider what people want to hear. Depending on the audience, a manager may have to alter the message. Customer service reps will likely respond better to a message when delivered in terms that directly relate to them. Of course, one of the biggest factors of communication is listening. Ask for input and pay attention to what one is hearing from the staff. Encourage people to share new ideas and concerns so that the communication lines are kept open.

A good listener is always a good communicator, thus it is really important to listen carefully before speaking. Refrain from calling the team members one by one for any communication but address them together. It is necessary to ensure that whatever is being communicated is relevant. Avoid complicated terminologies and words when talking to the staff. The message should be clear, precise and straightforward.

3. Play to the employees' strengths. Determine what their talents are and let them participate in activities and projects where they will get to use them. When people are able to do what comes naturally for them, they would be more successful and definitely more satisfied. The ability to surround themselves with the right people often is what distinguishes successful managers from those who are struggling. Hiring right the first time means spending less time on dealing with performance issues.

Developing and promoting the best people could lead to more productive, happier employees and there will be less time wasted on complaints and creating an unpleasant environment.

1. Use a "Gentle Nudge" approach. When there is a potential problem, a good manager will not wait until it becomes an actual one. The best thing to do is to nip it in the bud with a casual, yet strong comment about the concern. For instance, if an employee is starting to make a habit of coming to work late, a leader may want to stop that person in the hall and let the person know that the habit is noticed. It is of vital importance that the manager should make the employee know that if there is a problem, they could talk about it. This method will not blow a minor concern out of proportion and one could still keep it from escalating into a major one. The gentle nudge theory offers an approach that helps make positive choices.
2. Make sure to delegate and not just assigning tasks or giving orders. A manager has to rely on others to get the job done and this means becoming a proficient delegator. One has to trust the capability of the employees who share the ambitions to do great things. They need the latitude to get things done.

Establish responsibilities and roles at the beginning of a new project and explain what is wanted, what has to be done, the due dates and how success would be measured. This could help avoid frustration and confusion, particularly during stressful and busy times, as well as give the staff autonomy, ownership of projects and a chance to contribute meaningfully.

6. Build the team. A manager could not simply tell people that they are a team and expect them to perform like one. The staff needs to understand the team's purpose and believe that it is capable of creating more than the individual members. Furthermore, they also have to be aware of the talents that every member is bringing to the team so that everyone understands what are expected of them.

Effective management means treating the group as a tem and rewarding them for working together instead of rewarding individual accomplishments. Never hesitate to get help with team building if no sure on how to get people on the same page and working together towards the common goal.

7. Hire and promote great people. Rewarding good staff with things that speak to their unique interests, motivations and long-range career goals could help a manager retain the best employees. To understand what motivates one, it requires getting to know that person. A leader should work to get to know the staff and what their problems are both inside and outside of work when possible. Moreover, leaders should take time to get to know the staff, what makes them tick, the way they communicate and what they value, in order to build a personal management style for a particular person that would help drive the overall success.

Hiring results-oriented people begins with defining the results one wants and then hiring staff who are motivated and are competent in achieving them. This does not have anything to do with skills, behaviors or competencies. Those one hires would have the exact competencies, skills and behaviors needed to achieve the results in mind.

8. Understand the company's vision. If a manager has no idea where he or she is headed, effectively communicating the path to the staff is impossible. The employees should comprehend how their roles fit in the big picture as well as how they would know if they have been successful in contributing to the goals of the company.

The firm's goal and vision should be exciting, something for the staff to rally around. It should not be impossible to reach, yet still aggressive. Everyone in the company has to understand how they could contribute to every goal, otherwise they could lose motivation. The vision and goals should have specific deadlines and metrics in order to be effective.

9. Tap the creativity of the staff. Make it a point to ask for ideas on a regular basis. Set aside a particular time for brainstorming. Not only will the staff feel more valued and involved, the leader is likely to get some new greats insights in the process. It is also vital to prove that great ideas could come from anywhere. People should be made aware that they are also representatives of the organization, which makes them exceptionally qualified to come up with the next huge thing.

Spend some time explaining the situation, including ideas already considered as well as rejected. This will lead to a better and more nuanced advice, which leverages the knowledge that the employees have and the manager may not have. It is said that great ideas do not keep to a schedule, so as a leader one should make certain the door is always open to employees. It builds trust and demonstrates active interest in what the staff has to say.

10. Improve yourself. A manager should be aware of one's shortcomings and make an effort for improvement. Choose one thing to develop and put a plan in place. If there is a need to get some help on what to work on, consider asking input regarding changes to make personally that could help the staff in their jobs. Doing anything that makes one feel better about one's self could have a positive impact on every facet of one's life.

The same as upgrading and refreshing one's technical skills, it is also important to work on the managerial skills. Look for a way to expand perspective, which could mean taking internal leadership courses or volunteer to lead a difficult task. Just like any other skill, the more one uses it the stronger it gets.