Good Management Practices
Prevention is always been better than cure.
This is a simple idea. Yet many young managers under uses a lot of their productive hours in trying to find solutions to problems that could have been avoided in the first place, had they took this simple idea to heart – the best form of problem solving is to avoid problems altogether. It’s always better and wiser to create systems that avoid fire than having one and fighting it in the first place.
In today’s economic climate, a young manager cannot afford to limit the usage of time, manpower and other management resources on situations that can be prevented in the first place, instead it is more important than ever he strives to cultivate a happy, and in turn, a healthy workforce with the right kind of good management practices.
Managing people as the situation dictates
Knowing your team means understanding what motivates and interests them and what they want of their careers. Knowing what drives people and drawing on their strengths really do achieve greater levels of ‘discretionary effort’. Different people need different styles of management and it is important to know how to handle all kinds of situation. The defining contribution that separates a ‘good manager’ from a ‘great manager’ is that the later boosts the engagement level of the people who work for them. They understand and respect the fact that selection of the right kind of people or manpower, and providing them with motivation and constructive freedom is the bedrock of any management function.
Communication is the key
Few skills rival the importance of effective communication when talking about good management practices. The ability to communicate ideas clearly to a diverse group of stakeholders will definitely help in getting the job done more systematically and with better precision, apart from facilitating transparency and better employee relations. Managers who communicate well are also more likely to become good problem solvers, which is an essential skill in any management practices.
Limit work pressure and manage deadlines
Everyone who has ever held a job has, at some point, felt the pressure of work-related stress and foreboding deadlines. Though in today’s fast paced office scenarios , the stress of a corporate job is unavoidable but good management practices make sure that this level of stress doesn’t reach chronic proportions. The best way to combat this situation is to decipher work problems before they crop up and delivering appropriate solutions. Also, being productive by adding value to one’s working hours, respecting time, prioritizing work schedules and consulting seniors when in doubt, will prevent one from withering under the pressure of tricky deadlines.
Recognizing achievement is a major motivator
A simple ‘thank you’ goes a long way in exhibiting appreciation and celebrating major achievements that helps in team building and team bonding as well. A good word of encouragement, a pat on the back or a congratulatory email circulated, not only goes a long way in making the employees feel accepted in the ecosystem but also build the capability of the organization for the long term.
Giving constructive feedback
The basic difference between ‘feedback’ and ‘constructive feedback’ is that the latter not just underlines one’s areas of improvement but also suggests ways to overcome those hurdles. Constructive feedback helps a team leader in guiding the team in a positive direction and clearly communicate what they should be working towards. Giving constructive feedback effectively, can furthermore help the management in addressing tensions in the workplace, provide guidance and improve employee retention rates.
Different management practices will suit different contexts depending on the company culture, the size of the team, the nature of the work or industry and the particular personalities involved. Although good management practices can never be filed, as they are constantly evolving with time and continuously improving, fortunately these practices are something that can be learned and developed by young managers who wants to build a productive corporate ecosystem.
Sources: gw.govt.nz | realbusiness.co.uk
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