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As a manager at a major corporation, your success isn't just dependent on the performance of your team. Your boss's and other senior executives' assessments of your leadership style also play a role. How you treat your direct reports plays a key in determining your career possibilities. So, when senior leaders advise you to manage a low-performer or a high-potential person, you can handle it easily. But what if one of your employees is connected to one of your company's top executives?
Even if your job title doesn't include the word "manager," there are more chances you'll be responsible for certain management responsibilities at some point in your career. And, as an entrepreneur, you're already a manager because practically all of your responsibilities include some aspect of management.
In other words, your staff are the ones that make your vision a reality, and it is your responsibility to ensure that they do it effectively. However, being a great manager entails more than simply motivating your staff to work harder and more efficiently.
Forcing people to work in a certain way can generate resentment and even disloyalty, whereas being too soft can breed bad habits. There is no such thing as a "correct" management style. How do you manage someone who is related to the boss? You may be a productive, confident boss while successfully managing the political sensitivities of everyone around you if you follow these tactics.
The first rule is the most important because it applies to the majority of the others. Your management strategy must be consistent before it can be effective. You must praise achievements, discourage bad behaviors, and treat each member of your team equally and objectively.
The way you communicate with your team could make or break their success. When giving directions, recapping meetings, or simply presenting business updates, strive for clarity, accuracy, and completeness in your communication. This holds true for any other medium, such as face-to-face contact, email, and phone calls. Communication clearly, precisely, and thoroughly is the most effective way to eliminate miscommunication and keep your team on the same track.
Assign your team members to a project together if you want them to work together. Setting goals solely for the department or for a single person cultivates a restricted mindset and excludes team members. Instead, motivate your employees by giving them a common aim and purpose.
Reward a member of your team that goes above and above with a bonus, a modest trophy, or even simply a verbal commendation. Do it in front of the group as it will make the intended recipient happy and demonstrate to the rest of the team that hard effort pays off. The one exception is that you must be consistent in your awards in order to avoid being accused of favoritism.
As the manager and leader, it is your responsibility to lead by example. Your crew will be less punctual if you arrive late. Others will struggle to keep their emotions in check if you lose yourself. Make an effort to be your own version of the ideal.
Individuals on your team have different tastes, strengths, limitations, and ideas. Never use the same method to motivate, encourage, or mold them all. Concentrate on individuals and tailor your approach to each one.
Transparency demonstrates your leadership integrity and fosters confidence among your team members. You would risk your connections and the respect you command as a leader if you lie about anything or hide information.
Taking an active role in discussions and striving to enhance the organization is the best contribution of employees. Never criticize a team member for openly expressing their viewpoint, especially if it differs from your initial vision or is badly considered out. Criticizing someone for having a different opinion develops bitterness and prevents everyone else from expressing new ideas.
To make work enjoyable, you don't need to remove the dress code or pool table. You can add new components to the workweek, such as surprise lunch outings, a separate break area, or even just casual talks with your employees, to make it more enjoyable. Make it fun for your employees to come to work, and they'll give it their all.
Someone who disagrees with your management style or the company's direction should not be silenced. Just take a poll of your entire team: What are your opinions on this? What are your thoughts on the subject? This open dialogue makes it easier to figure out problems and work together to attain a win-win outcome. It will also provide your employees a sense of worth and recognition.
Managing a direct report who is a relative of a senior executive can be difficult since it invites conflicting suggestions about your leadership style from all sides. However, by implementing these tactics, you can help others and yourself overcome fears while continuing to lead effectively.
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