5 life hacking for the novice manager
Work And Study / / December 25, 2019
Julia Kislitsyna
Journalist and copywriter agency's system of Internet solutions Wezom.
Finally waited improve? Congratulations! The professionalism you have shown, now is the time to demonstrate their managerial and organizational skills. Because the new post - it's not just new duties, but also a new role in the team. You ready for this?
I decided to collect recommendations for beginners heads of departments, divisions and companies. After moving up the career ladder one person can be a problem for the other team members, and even have a negative impact on the working atmosphere.
What leadership style to choose? How do you motivate employees? What is psihoklimat and how to understand what it is negative? With these questions, I turned to a psychologist-consultant agency Wezom Antonina Ulyannskoy. According to her, 80% of new managers do not know or even think about the psychological aspects of managing a team. And to think there is something if you do not want in a month or two to see the decrease in productivity and a stack of applications for dismissal from disgruntled subordinates.
What a beginning to the head
1. Choose a democratic management style
Of the three styles - authoritarian (leader takes decisions alone), democratic (decisions are made collectively, the chief control design) and liberal (team makes decisions, the role of leader is minimal) - namely the democratic can provide a comfortable working environment and maximum effectiveness. Because the head of the Democrat:
- It does not give harsh orders, like in the army, he is working as a team;
- It gives subordinates the authority to solve problems within their own competences;
- It attracts employees to organizational matters;
- encourages creative ideas, initiative;
- builds a relationship of trust with their colleagues: informs about the current state of affairs in the company and development plans;
- He sees and helps unlock the potential employee.
Democratic style gives subordinates feel more partners than just performers. For the novice manager, this style will guarantee the success of the team, of which he became the leader.
Nuance. If the head came from the outside (not from the staff of the department or the company), we recommend:
- ask, what was the predecessor in this position, a management style used;
- get acquainted with the team and organizational processes;
- to determine priorities of work, discuss them with superiors, and then with subordinates.
Do not forget to listen to the proposals entrusted to your department.
2. Motivate no orders, and with the involvement of the challenges
Such a method will help increase self-discipline in the team. After all, responsibility for decisions on personnel moves. This implies a democratic management style. Give employees feel their worth. The feeling of a simple cog in a huge machine is unlikely to cause enthusiasm. And when subordinates become important players in the overall process will be more responsible approach to business.
If employees can not cope, the chief Democrat does not use the power methods, and in any case not publicly scolds.
Remember the rule: praise at all, to punish in private.
Subordinates must not be afraid to call on the carpet. Punished in the democratic style is to explain what is wrong, to find reasons and ways to eliminate it.
3. Create a team
Remember that you are managing a team (department, department or company), and not every person individually. Build a team that will implement the planned projects. To this end, develop management skills. Be prepared to set goals for the team, to determine the results, transforming objectives in clear objectives, motivate artists to solve them, monitor compliance, eliminating the problems and conflicts.
And more people are learning to choose appropriate tasks. In other words - do not squeeze the lemon in the hope of obtaining tomato juice.
Error novice managers - in pulling the blanket over himself with motivation, "I will make faster and better myself." the team will not be able to build with this approach.
4. Do not become conceited
This recommendation is for those who was promoted to lead their colleagues. A sense of power can turn a head. But this is a temporary effect. Competent aspiring leader:
- It recognizes that the increase - this is not the crown of a career, and he is not the master of the world;
- He understands that a new position - this is a great responsibility;
- It takes into account the personal experience to improve;
- He continues to work on yourself, to improve the personal and professional skills;
- do not abuse their position, not shouting at each corner of that knows everything better.
Conceit as omniscience, will not help to gain respect in the eyes of colleagues. The principle of "I'm the boss, you're a fool" - a sign of an authoritarian management style. You do not want behind you silently hated?
5. Observe the distance of communication
Find the perfect balance between friendship and service easy. It does not manage to each manager with the experience, what to speak about the beginning. Some young chiefs build a friendly relationship with a subordinate, thereby forming a negative attitude of other employees.
The group must not be familiarity. Stick to the culture of business communication. Build relationships on mutual respect.
If you are a supporter of appeal to "you" between subordinate and superior, it makes it clear to employees that is no reason to treat frivolous tasks.
Nuance. How to build communication, if the subordinate senior commanders? Stick to affiliate the line in communication. Use the pronoun "you." Do not be afraid to ask for advice. Such treatment as "I wanted to know your opinion", "Do you think," will demonstrate respect for the older employee, enhance the sense of its significance, will help identify valuable experience and use it for the development of company.
The main thing - not to hurt the ego subordinate, and create a comfortable working relationship. Set the distance gradually.
Largely on the management style of the head depends on what psihoklimat reigns in the team.
What is psihoklimat and how to understand what it is negative
Psihoklimat - a comfortable emotional mood, an atmosphere in which employees work. Indicators of negative climate in the team - it is:
- staff turnover;
- frequent hospital;
- low productivity;
- tensions between colleagues;
- general irritability and dissatisfaction;
- the reluctance of employees to improve;
- mistrust;
- psychological incompatibility;
- lack of desire to work in the same office.
The signs of a positive climate are:
- friendly relationship;
- high degree of trust among team members;
- the desire to be in the team in working time and leisure time to spend together (corporate events and leisure, joint training, outings to nature, etc.);
- lack of internal conflicts and "groups";
- the cohesion of employees in cases of force majeure, the high level of mutual assistance (not every man for himself);
- free discussion of current issues (no one is afraid to express their own opinion);
- Healthy criticism of business;
- no pressure on subordinates.
Besides the internal factors in the atmosphere in the group is influenced by:
- physical working conditions;
- the current state of affairs in the company;
- economic, political and social situation in the state.
Analyze as sponsored communicate and interact, often in conflict whether or complain as are employees of the other (adjacent) divisions.
Psychologists recommend to conduct an anonymous survey to find out what psihoklimat prevails in the team. And if you affect the situation in the country head of the department can not, then take care of the working conditions, to find out the causes of discontent and motivate employees can.
And finally,
Recommendations for beginners managers far more than five. But we tried to choose the basic tips to follow that young head smoothly enters into a new role and will not be subject to negative discussions in the team.
And for the first time led the team you? Share your experiences in the comments!