A Manager’s Work is Never Done
A manager’s job is possibly the most difficult and demanding job in any organization. Recently we were talking with a manager who described his job as the place in his organization where expectations and actions met and were realized. He explained it was his responsibility to put the owner’s expectations into action and ensure the company’s vision was being realized.
His comments made me think about the many other managers and supervisors who have the same responsibility. Without these important men and women, most organizations would not be effective and achieve the greatness hoped for.
We’d like to share a couple of ideas that might help you work more effectively with these key people. At the very least, it should give you some things to think about!
Listen to Your Manager’s Ideas
Ask questions like:
•Are there ways we could make things better around here?
•How would you like to grow professionally and develop this next year?
Asking questions like these will help your managers take psychological ownership of your dreams and become business partners rather than just employees.
Be Clear about Your Expectations
Nothing can make a manager’s job more difficult than vague expectations. Often business owners don’t share their expectations: they hint at what they want accomplished, or they communicate expectations in terms of activity rather than achievement. Activity makes for busy people, but doesn’t always lead to productivity! Achievement makes for busy and productive people, and achievement is only possibly through clear goals. Tell the paint crew you want them to paint all seven rooms with two coats of Navajo White paint by 5:00 p.m. today instead of merely saying, “I want you painting today”.
Give Authority Equal to Responsibility
Authority unequal to responsibility makes for a very difficult work environment. Business owners would not think of asking employees to work without providing the proper tools. However, they frequently ask managers or supervisors to accomplish their responsibilities without providing authority equal to the responsibilities. Managers/supervisors never really know what they can and can not do. This makes for very neurotic managers and supervisors.
How about investing in your key people by sending them to Manager and Supervisor training? Following is a list of subjects covered:
Leading not Pushing
Developing Effective Leadership Styles
Building Great Teams
Using Power Effectively
Basic Human Resources Skills (including interviewing)
For specifics, please send an email to either Doris at firstname.lastname@example.org, or Bob at email@example.com .