What makes a modern manager?
Is leadership when you do the right things? Sounds easier than it might be.
As a manager, I set goals and follow them up. Expectations have to be communicated clearly. It is important here that these goals are understood and clearly communicated with the employee so that there can be no misunderstandings and it is ensured that the employee can also achieve this goal. Nothing is more demotivating than unrealistic goals, quite apart from the fact that they won't be achieved anyway. Short term goals are better than long term goals because success motivates. Motivated employees bring better results, are more innovative and, above all, more creative. Set a framework and let your employee decide freely how they can best achieve this goal.
Bringing management philosophy to the awareness of employees.
Conducting appraisal interviews is another important task that should not be underestimated. This includes, on the one hand, the annual employee appraisal, but also continuous employee appraisals. It is important above all because you can bring up topics that have no place in normal everyday life, we can develop in this way and we give space for feedback. You can find tips and tools on our blog.
Another important role of manager is communication. Unfortunately, I often observe that managers give far too seldom feedback. Especially positive feedback often falls by the wayside. Employees are much more likely to get feedback on the things they do wrong than on the things they do well. Positive feedback motivates. Just try it out =) That doesn't mean, of course, that you can't make an employee aware if he doesn't do something as expected. There are great feedback techniques for this, which we will present here in another post.
Setting the mood =) That is another task of the manager. The manager turns the team into a team! As a manager, I actively create a good mood and take care of good vibrations in the team. You should know how well the team is already working together and, if necessary, carry out team building measures over and over again. As a manager, you see every single employee, but also the whole team. Problems are discussed and resolved.
As a further task I see personnel development - especially in times of a shortage of skilled workers, it is important to recognize and develop rough diamonds. Promote and develop. That motivates and promotes innovation. Yes, of course there is a risk that the employee will leave the company after expensive further training, but the alternative is not to develop them further and the employee remains. Which one is better?
Conflict management is one of the most neglected tasks. Many managers do not see when there is a conflict, do not want to see it or do not know what to do. But, please recognize problems early enough and try to solve them. If you can't solve it yourself, get help. Problems usually don't solve themselves and get bigger over time. This puts a strain not only on the employees concerned, but on the entire team, in the worst case the entire department. This can lead to a bad mood and demotivation, which in the end also harms the company. I have put together a few tips for resolving conflicts here.
Support employees in carrying out their tasks if they need help. As a servant leader, you are there for the employees.
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