As we come to the end of yet another year, dwell less on what did not work for you in 2017, and possibly more on what you ought to do in 2018. As managers, you play a unique and significant role in the performance management of an organization. Be it big, medium, or small – managers of all enterprise sizes have multiple, continuously-evolving responsibilities. A manager dutifully leads his team towards achieving the organizations’ goals. However, not all managers fall under the so-called “Best Manager” category.
So, what exactly is the difference between an ordinary “Manager” and the “Best Manager”?
It is not the words that are spoken, but the way you make people feel, that brings about the difference.
You might have 20+ years of experience being a manager, or you might have got an opportunity to work with interesting teams in different organizations.
But, are you the one every employee wants to or, even better, is happy to work with? Have you ever pondered over this question?
Let’s go through a survey to know where you stand. If you can check ✔ on the following points, then you definitely come under the “Best Manager” category!
1. Building rapport:
Building rapport, especially with the team you lead, is not a simple task. The manager needs to listen to his team members and should be able to engage diplomatically with different personalities in the team.
The hard part of being the best manager is in making your team feel that you are there to offer them a bundle of opportunities. To them, you are a source of knowledge and not just a leader.
2. Being passionate:
Involve yourself in the work assigned to your team. If you are not passionate about the project, why would your team be? It is just as simple as that!
Chalk out the objectives, assign your team members to their respective roles, and kick-start the process with high energy and excitement. Keeping a tab on the progress of every member on a regular basis is what will take you up the ladder.
3. Being a motivator:
An exceptional motivator always believes in his/her people. Believe in your team, entrust them with greater responsibilities, and let them know that you would stand by them under all circumstances.
You will be surprised to see what they can achieve. Motivation is quintessential to work, and when a manager encourages his/her team, no doubt he/she stands to be the ‘Best Manager’.
4. Ensuring excellence:
Set a target, and push your people to meet the established level. Ask for perfection in everything they do, no matter how big or small the task. Ensure excellence at every step!
Also, challenge them with tasks they never thought possible, and at the same time, guide them so that they see those through to completion. Imagine the joy on their faces and the pride on yours!
5. Creating a “fun” workspace:
Naturally, we spend most of our time at the workplace. So, it’s only fitting that we have some time for fun (maybe lots of it)!
Initiate small and casual talks and lighten things up for your subordinates. This will bring you into a new light and make you more approachable and friendly.
6. Providing periodic feedback:
Normally, feedback is something that employees expect from their immediate manager/team lead. The challenge here is that every employee expects a positive response. Now, the manager has to be smart and blend the positive and negative feedback, in the best manner possible, before communicating it to his/her team.
Bring continuous feedback into the picture here, because it really works! Keeping your employees updated on their performance proves to be a plus point.
7. Not commanding:
Gone are the days when the bosses said, “My way or the highway”! The rule game no more works in organizations looking to grow.
The “best manager” provides visions and the right tools to his team, and the employees make their way through, utilizing their skill sets. This way, the manager gets a chance to appreciate the high-quality work put in by his/her team.
8. Encouraging learning:
“The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.”
– Brian Herbert
Learning is an ongoing process. Convey to your team that you believe in continuous learning. Let them know how important it is to keep them updated with the developing technology and the fast-moving world. This will let them understand that you constantly support their career growth.
9. Being OK with mistakes:
“Making mistakes is better than faking perfections.”
React to the mistakes of your team members in a critical fashion. If they know you will not embrace their errors, they will never make an attempt to try new things. Your response matters the most in such situations.
Furthermore, to make things simple, share with them an incident of your own failure. Sometimes, people find comfort with those who they can relate to easily.
10. Blending in as a team member:
More than a superior, consider yourself a member of the team, and as its representative. Your employees will be more comfortable working with you when they know that you are in with them to share all the ups and downs.
Take pride in the growth of your team and the hard work put in by each one of them. Stand by your team at every step, and you will find success greeting you all the way until the end.
Conclusion
Having gone through the checklist now, if you haven’t been able to check any of the above points, don’t lose heart. Perhaps 2017 didn’t go as well as it should have, but you could now convert the above pointers into your New Year resolutions! Adopt the practices that make for “best managers” and watch your team convert to a happy and motivated one.