Corporate E-Learning

Management is known as a form of art and a science. The key is making employees more efficient and productive while finding the correct way to do it. When preparing to manage one or a group of managers, you are preparing for them to be able to manage their own employees. Every manager is a different personality type and learns differently. But with some helpful tools and tips, you can help them become great managers that will continue to grow and succeed with their new teams.

Bringing in a new member to the management team is never easy. If you hire from within, they have to learn to transition from their previous position to this new one. If you hire from outside the company, the new employee will have to be taught everything from scratch. But with a little patience and open communication, you can groom your new manager for success in their position.

Having a coach and mentor available is very helpful to a new employee’s career and success. While a mentor and a coach are two different roles to play, they share some of the same characteristics that are meant to benefit the employee, such as giving career advice and being available to offer help when it is needed. There are many tools available to help coach and mentor any new employee, including performance reviews, feedback, and open communication.

Now that your manager has branched out on their own, you are still an important role in their professional development. You’ve built them up and prepared them for anything, but now you need to ensure they can get the job done right. Offer a follow up meeting to see how they are doing and offer any advice or help. When they bring their problems to you, you’ll be ready to take them on.

Performance measurement is an ongoing tool that supervisors and managers use on a timely basis, whether it is random or annual. As a supervisor, measuring a manager’s performance can involve many areas and topics, including their general understanding of their position as well as adherence to policies and procedures. While many different indicators can be used to measure performance, the main goal is to seek improvements where they are needed and offer praise where it is due.

It’s been proven that a company with employees who feel motivated and inspired will perform better and take pride in their work. However, employee motivation is not an exact science and needs to be personalized to the individual employee or employee group. One employee can be motivated by monetary gain, while another is moved by personal recognition. The key to helping them both feel appreciated is to find a way to motivate them that enables them to earn it.

Poor management can be an important factor when it comes to the functionality of the office and company. When management is not up to par, it can cause problems with other employees, including morale and job performance. The key is to identify these signs of poor management before it has a chance to go any further down the line or taint any other employees.

Sometimes we forget that it can take an entire team to run a project or office. But when you have a team of managers, it is important to remember their unique traits and qualities that made them part of the team. Know that they made it onto your team for a reason, and that they were taught everything they needed to know to start out. Trust that you have taught them well and rely on them to do a good job.

Employee complaints are bound to happen and are normal in any company. While they can be troublesome or even annoying, effectively handling a complaint and resolving the issue can not only boost employee morale, but it can provide everyone with constructive feedback that can aide in a solution. Do not discourage your employees from bringing forth their complaints. Allow them an open place to come too and welcome the chance for improvement.

While it is the general rule that we have to let our employees make their own mistakes and let them stumble a bit since experience is often the best teacher. A good leader or supervisor will step back and resist the urge to swoop in every time we see our new manager or employee encounter a problem. But if the employee’s behavior begins to harm other employees or poses a threat to the company, it is time to intervene before matters progress any further.

Now that your managers are out on their own, don’t forget why they are in your department in the first place. Remember the abilities and characteristics you admired in them and the skills they are taking with them on the job. You can still support them in their journey and offer assistance as needed. Share in their success and know that you can take some of that credit too.

Although this workshop is coming to a close, we hope that your journey to understanding manager management is just beginning. Please take a moment to review and update your action plan. This will be a key tool to guide your progress in the days, weeks, months, and years to come. We wish you the best of luck on the rest of your travels!