“New managers typically fail because they’re ineffective in communication, they fail to develop trusting relationships, they manage for weak results, and they don’t delegate well,” says the profit professional (http://www.bizcoachinfo.com)
Mr. Corbell provides four human resources strategies:
Recommendation No. 1 – Communication will help guarantee teamwork and productivity. You need to explain your vision for the team. Employees appreciate knowing what you expect, how they’re doing and what’s in it for them.
“Set goals about expectations of employee performance, coach your workers get feedback and share your logic in decision-making processes,” Mr. Corbell advises.
“Explain concepts and principles to your workers, so they can feel involved and valued, and can be pro-active and take ownership of their work,” he adds.
The Seattle Biz Coach says new managers fail to communicate in four ways:
• They don’t correctly address attitude problems among their employees.
• They don’t adequately follow organization policies or direction from their supervisors.
• Because of a lack of authority with peer managers, many fail to use persuasive tactics to resolve problems.
• Open communication is not used to issue directives to their staff – employees perform better when directives are explained well.
Employees dislike unproductive meetings. (The business-performance consultant provides strategies for productive meetings for maximum company performance at http://www.bizcoachinfo.com/
Recommendation No. 2 – Trusting relationships will enhance your organization.
“You’ll want to be able to sleep at night not worrying if projects are completed, customers are being served well, and that you’re embezzlement-
Partnering with employees is a productive step to take. (The management consultant explains how and why to partner with your workers at http://www.bizcoachinfo.com/
Another important tool: Power your brand upward by empowering your employees (which Mr. Corbell explains at www.bizcoachinfo.com/
“Listen to your staff,” he suggests. “Remember your workers are situated where the tire meets the road. You can get ideas on making profits from saving money on energy use to attracting new customers.”
Trust can also be enhanced if you use the 18 leadership strategies for employee respect (see Mr. Corbell's recommendations at www.bizcoachinfo.com/
Recommendation No. 3 – Get results by using an organized, timely approach in rewarding or punishing your employees. Reward results, not busywork. Rewards should be reserved for impactful results.
Performance reviews are an important part of management. (Mr. Corbell explains the 12 errors new managers typically make in evaluations at www.bizcoachinfo.com/
If your employees fail to perform, Mr. Corbell reiterates the importance of giving them a chance to improve.
Recommendation No. 4 – Delegation is vital. Don’t be a milquetoast, Mr. Corbell advises. People-pleasers are ineffective managers. Otherwise, you’ll suffer from burnout by failing to use effective time management.
Remember that whenever you fail to delegate on mundane tasks, this means you have a very expensive employee. Try to save your time and energy for critical thinking and strategic planning.
There’s another good reason to delegate: Retention of good workers. Talented employees usually appreciate having responsibility. You’ll profit in the long term by not letting your stars become free agents (see Mr. Corbell's tips here: www.bizcoachinfo.com/
As The Biz Coach, Mr. Corbell’s portal (www.bizcoachinfo.com)
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Seattle Biz Coach Terry Corbell is a business-performance consultant and profit professional. Als, as a longtime media columnist, he publishes performance-