The latest issue of Business Week contained their yearly article commenting on the best and worst managers. Almost everyone on either list has the title CEO after their name--however being an outstanding CEO is more about leading; and managing is more about, well, managing. So, here's some advice for the rest of us. Listen Before You Jump In Employees will bring you everything from concerns to ideas to day-to-day chatter on a regular basis. Be careful to be a patient listener (even if you already know the answer). It is important to listen--and let someone have their say--before continuing. Everyone wants to feel heard and listening goes a long way toward building respect.
Recognition Is More than Just A Yearly Review It is your job to recognize positive actions and efforts. Make sure you do it out loud. Many times, we will note good work to ourselves and not verbalize what we are thinking. Your employees are not motivated by money alone, make sure to recognize and acknowledge hard work and a job well done.
Spread Good Fortune Around Take your staff to lunch or provide another type of meaningful perk. What you do can vary by the individual.Here's a good article from HR World about motivation. It covers the top ten tips. Make Sure You and Your Staff Are on the Same Page Setting deliverable milestones with your staff helps ensure that they know exactly what you expect. This also makes reviewing performance simpler because you have firm criteria against which you can examine their work.
You Need to Point the Way Try using a roadmap to guide your employee during the year. This lays out a path your employee can follow to ensure their success. Backing this up with one-to-one meetings and a sit down approximately six months before a performance review provides a chance to talk about where an employee is at and how to they can work to get to where they want to go.
It's always important to maintain your big picture while managing the day-to-day events in your department. I hope this quick article gets you thinking.