Thursday 2 July 2020

Manage things Better As Manager

How to Manage things Better As Manager:
1. Don’t be Afraid to Delegate: 
Checking over every small detail yourself rather than delegating can waste everyone’s valuable time.Instead, give responsibilities to qualified employees, and trust that they will perform the tasks well. This gives your employees the opportunity to gain skills and leadership experience that will ultimately benefit your company. You hired them for a reason, now give them a chance to prove you right.
2. Match Tasks to Skills:
Asking your employees to be great at everything just isn’t efficient–instead, before giving an employee an assignment, ask yourself: is this the person best suited to perform this task? If not, find someone else whose skills and styles match your needs.
3. Communicate Effectively
Every manager knows that communication is the key to a productive workforce. Technology has allowed us to contact each other with the mere click of a button.This naturally means that current communication methods are as efficient as possible. Instead of relying solely on email, try social networking tools (such as Slack) designed for even quicker team communication. You can also encourage your employees to occasionally adopt a more antiquated form of contact…voice-to-voice communication. Having a quick meeting or phone call can settle a matter that might have taken hours of back-and-forth emails.
4. Keep Goals Clear & Focused
You can’t expect employees to be efficient if they don’t have a focused goal to aim for. If a goal is not clearly defined and actually achievable, employees will be less productive. So, try to make sure employees’ assignments are as clear and narrow as possible. Let them know exactly what you expect of them, and tell them specifically what impact this assignment will have.
One way to do this is to make sure your goals are “SMART” – specific, measurable, attainable, realistic, and timely. Before assigning an employee a task, ask yourself if it fits each of these requirements. If not, ask yourself how the task can be tweaked to help your workers stay focused and efficient.
5. Incentivize Employees
One of the best ways to encourage employees to be more efficient is to actually give them a reason to do so. Recognizing your workers for a job well done will make them feel appreciated and encourage them to continue increasing their productivity.
When deciding how to reward efficient employees, make sure you take into account their individual needs or preferences. For example, one employee might appreciate public recognition, while another would prefer a private “thank you.”
6. Cut Out the Excess
If possible, try not to give employees smaller, unnecessary tasks when they are focused on a larger goal. Take a look at the team’s routine, and see if there is anything that you can cut to give employees more time to focus on higher-priority assignments.For example, if employees are asking to write daily reports for their supervisors, but supervisors generally don’t have time to read them, consider cutting the word count requirement. Doing something simply as a formality is wasting valuable time that could be used for accomplishing goals that actually help your company.
7. Train and Develop Employees
Forcing employees to learn their jobs on the fly can be extremely inefficient.So, instead of having workers haphazardly trying to accomplish a task with zero guidance, take the extra day to teach them the necessary skills to do their job. This way, they can set about accomplishing their tasks on their own, and your time won’t be wasted down the road answering simple questions or correcting errors.There are a number of ways you can support employee development: individual coaching, workshops, courses, seminars, shadowing or mentoring, or even just increasing their responsibilities. Offering these opportunities will give employees additional skills that allow them to improve their efficiency and productivity.
8. Embrace Telecommuting
Allowing your employees to work from home might seem inefficient – after all, how can you guarantee that they will still be productive if no one is watching them? However, the reality is quite the opposite (in fact, studies show that people who work from home are 13% more productive than office employees). Letting your employees telecommute will allow them to save time that would otherwise be wasted completely.
9. Give Each Other Feedback
There is no hope of increasing employee efficiency if they don’t know they’re being inefficient in the first place. This is why performance reviews are essential – measure your employees’ performance, then hold individual meetings to let them know where they are excelling, and what areas they need to work on.
Increasing employee efficiency isn’t all about what they can do better – some of the responsibility falls on you as well. But just like your employees, you aren’t psychic. So after reviewing your employees, ask them what you could do to help them improve. Maybe they would like a little more guidance on certain tasks, or would prefer a little more room for creative freedom. Asking for feedback not only gives you clear, immediate ways to help your employees improve, but also encourages a culture of open dialogue that will allow for continued development over time.

How to become a better Manager:
Becoming a better manager isn’t something that magically happens overnight, it’s a process that occurs by implementing simple tips and changing your current habits. It is important to remember that every industry and company has different management styles but these general tips can help improve daily interactions and relationships between employees and managers.
Get to know your employees and what they want. Take the time to get to know them both on a personal level and a professional level. Know their career goals but also know their personal interests and passions.
Communicate. Try to be forthcoming with your team. Let them know pertinent information and realize the effects that lack of communication can have on your staff.
Listen to your employees as much as possible. If an employee comes to you with an idea or concern, try to make time and give your full attention to the issue.
Be a motivator. Encourage employees to work hard and give them good reason to work hard.
Be a leader, not just a manager. Provide a clear direction and goal for your team, show them how to achieve success in your organization.
Improve yourself. While it’s important to improve your team, don’t forget about yourself. Examine your weaknesses and work on improving them everyday.
Acknowledge success. Try and see the positives in your employees and their work. Don’t focus on what’s missing or what your team isn’t doing but rather on their successes and hard work.
Be human. Just because you are a manager does not mean you are superhuman. Admit your mistakes, ask for help when needed and let your team see that you’re just as human as they are.
It’s okay to be friends with your employees. Just because you are a manager does not mean you have to be cold and unfriendly. While it is important your staff knows you are the authority, chat with them, have fun with them and make your organization a great place to be.
Lead by example. Make sure you operate with integrity and ethics in the workplace. Act the way that you would like your staff to act.

Difference between manager and leader: 
The difference between leader and manager can be drawn clearly on the following grounds:

1.A leader influences his subordinate to achieve a specified goal, whereas a manager is a person who manages the entire organization.
2.A leader possesses the quality of foresightedness while a manager has the intelligence.
3. leader sets directions, but a manager plans details.
4.A manager takes decision while a leader facilitates it.
5.A leader and the manager is that a leader has followers while the manager has the employees.
6.A manager avoids conflicts. On the contrary, a leader uses conflicts as an asset.
7.The manager uses transactional leadership style. As against this, transformational leadership style is used by the leader.
8.Leaders promote change, but Managers react to the change.
9.A leader aligns people, while a manager organizes people.
10.A leader strives for doing the right things. Conversely, the manager strives for doing the right things.
11.The leader focuses on people while a manager focuses on the Process and Procedure.
12.A leader aims at the growth and development of his teammates while a manager aims at accomplishing the end results.














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