TRAITS OF A
Good Manager Managing people has been and will always be challenging. Frequently, we promote our best technician to manager and then wonder why he or she doesn’t succeed. Being a good manager requires communication, organizational skills and a desire to get things done. It also requires patience and an understanding that not all of your employees think like you. Here are some thoughts on what you can do to be a better manager. Look to control employee behavior not change personality. Personalities are complex and a result of genetics, life experiences, habits and other beliefs. Remember that demanding teacher that took control of the classroom. When the bell rang, little Johnny Hellion’s personality did not change. He wanted to misbehave just as much in this class as others but the teacher’s methods did not allow it. Focus on controlling employee behavior, not trying to change who they are. If you have a whiner, don’t listen. If someone is late, don’t tolerate it. If someone is a gossip, don’t participate.
Establish clear production targets and monitor job progress. Phrases such as work fast and bring the job in on time are of little value. How can the job be late when you never established what on time was? Set realistic daily and weekly production goals. Monitor results and targets. Never set false goals or unrealistic production quotas as employees are not stupid and they know when you are lying to them. Make sure the targets are achievable. Gain buy-in at the beginning of job. Anything we measure we get better at doing. Coach and develop employees. Everyone likes to be helped but no one likes to be criticized. Think of how many mentors you have had in your life. I bet it’s just few. Think of how many critics you have encountered in the workplace; I bet its dozens if not hundreds. Frequently, we think we are coaching employees but they see it as criticism. Try to coach people pre-task not post-task. Post task is about what I did wrong or need to correct. Pre-task is before any behavior has actually taken place. Create a checklist of tasks employees
should learn and gradually train them. Focus on the future and what needs to be done. Don’t make it personal. Try to avoid comparisons. Comparisons are particularly discouraging to people who are trying to improve and may not believe in themselves. It would be fun to play basketball with Lebron James but I have no illusions I would win. As a coach it’s not about making all players into superstars like Lebron James. It’s about getting the nonsuper stars to improve. Comparing them to yourself might discourage them. Instead of “I would do it this way”, try “have you considered this”. When employees disappoint you, I doubt they were doing it on purpose. Contrary to what you are thinking, most employees are not trying to think up ways to frustrate you. Rarely is an employee driving to work thinking about how he or she going to mess with your head. It’s a byproduct of their behavior. Employees simply make mistakes due to work habits, lack of ability, poor communication from you as supervisor, etc.
2019 December Issue | 19
