Good Business Habits Key for Effective Managers
Good habits are essential if you want to become an effective and successful manager. After all, the way you interact with your subordinates can significantly impact the outcome of their work.
Jeff Haden has the right idea in this Inc. article — highly memorable people are often those who think outside the box, embark on something that others may think is crazy, and embrace causes. And you can apply the same overall concept to management. Check out these five habits of highly successful managers and what you can do to get yourself on the same path:
Be Present at Work
At some point in your life, you’ve probably had a manager who didn’t act like they should be in a leadership position, whether they were overly critical, rude, or not qualified at all. However, not being present is probably worse than all of the above since it means your employees, and therefore your organization, could be going a million different directions without any knowledge on your end.
Instead, make it a habit to be actively present with your workforce, as well as your company. Know your employees, ask them questions, know the status of a goal, etc. These little tweaks will allow you to know what’s going on on both sides of the table, which enables you to address a problem before it becomes one or to encourage good performance if things are going well.
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Give Manager and Employee Feedback…a lot
As with the last habit, giving feedback is yet another way to encourage better performance, while at the same time improving yourself as a manager. Instead of limiting feedback to yearly or quarterly performance reviews, give employees feedback as it’s needed. This could mean every hour, every day, or maybe every week. Regardless, real-time feedback allows employees to understand what’s going on now, instead of months down the road, assisting your workforce to perform better and helping you to be an effective manager.
Shake things up
Doing the same thing over and over can be monotonous, which may eventually lead to goals not being met at the right pace or even the same level as they could be. As a manager and as a leader, it’s important to realize when this is happening and then act accordingly.
For example, if you notice that someone’s engagement levels are dropping because they’re bored, put your management hat on and switch things up so those day-to-day activities are slightly revitalized. Giving employees new tasks, using different computer programs, working with other people, and even encouraging alternative work environments are all ways to rejuvenate the way your employees feel about their goals, not only within the company, but also their careers.
It’s great if your employees can manage themselves and get the job done on their own. However, it should still be in a manager’s job description to mentor employees into the professionals they are capable of becoming. No matter if they want to be a manager like you or are comfortable in their current position, mentoring your employees on the ins and outs of your organization and your industry is a great way to mold them into whatever they want to be.
Think of mentoring and mentorship as a mutually-beneficial relationship. If you empower your employees to perform at their highest level, you give them the confidence and the knowledge to do good work, two things that can instill a solid drive within them. It’s also an added bonus to watch them grow based on your leadership, enabling you to continue the mentorship habit now and in the future. Essentially, business mentoring helps every party involved, whether it’s direct or not.
Remember Who the Backbone is
You may get the credit, but your employees are the backbone of your organization. Without them, the majority of goals probably wouldn’t be met, meaning your operations would likely fall apart. Therefore, it’s important to be appreciative of their hard work so it never gets to that point. Don’t forget to say thank you, offer some pats on the back, and give credit where credit is due. Your workforce will probably pay you back in more quality work, better morale, and of course, a more happier work environment.
What do you think? What are some other habits of highly successful managers?
Morgan Norman is the Founder and CEO of WorkSimple, the social performance application that works the way you do — focused on Social Goals, feedback and recognition for you, your team, and company. Connect with him and WorkSimple on Facebook and @getworksimple on Twitter.