Everybody gets their own personal baggage with them to exploit. People picks poor selections, act in a hasty, foolhardy manner and fight down their own ease zones. They have agendas all their own that frequently not anything to do with the work agenda that you, as the manager, are advancing. At some times the self-interested and little things employees carry out is no surprise. Some employees recapitulate a deportment that has been viewed before many times if you let them. Fisticuffs, enviously, shafting for role or position and defending sward are somewhat normal behaviors. In certain cases these qualities quite a surprise. In contrast, every work environment has professionals, who carry out their operations in well manner, take care of themselves and are supportive of others on the team level when necessitated.
The good managers put very good efforts to motivate and guide their team members to achieve agreed smart or project objectives and goals. They put in place all practices (work protocols, guidelines and procedures) to help to keep things move in fair and organized manner. Timely assessment, feedback, motivation and direction provided to talent pipeline however end of the day; good managers think that there is no effective path to manage employees; managing employee is the key to any project success, as manager you have to put your efforts in any manner.
There are many good publications on people management aspect and as a manager you may have exercised all the different styles. If you churn all down the great people management advice as far as possible you can, there are truly only two things to do. The first one is to assure your employees getting continuous training, feedback, and motivation for all their efforts; the other thing you can plan like is to, leave your team members alone and let them execute on their own. The thing here is to recognize when to do which with each employee. Here are few tips you can practice in your professional life :
Understand carefully what your team members are:
Try to understand and get know each of your team member, so you can find the right pulse to approach them, motivate and correct each of them. Put up sufficient time with each of your direct reports and push up them to spend time with of their subordinates. Allocating time together helps solidify team work, helps to clarify any issues, helps to make sure and your team members are being answerable to each other.
Best Performance models:
Try to bring best performance models and best work practices for team members to learn, to copy and to aspire to. You can plan to create smart objectives, goals, requirements and performance thresholds to use as assessment tools. Be transparent, fair and consistent in imposing performance requirements, work rules and be reliable with them in your assessment, in your communication of organization policies and your heart full feelings about team members’ performance.
Stop depending on emails and memorandums; plan for personal discussion with your team members; allow your people to be reliable with you. Spend at least a small amount of personal time with each member in your team; learn to be a good listener.
Ask your self:
In certain cases managers think that people can execute better and can deliver more, however, if team members have found a well-situated and satisfactory balance it is best not to interrupt them.
There are some scenarios your team members simply required to be leave alone to carry out their assignments.
Some instances you will work hard to influence or shape team members behavior and their performance when what they actually required was to be left alone to do their assignments or activities.
In some situations you will leave your executives alone when what they actually required was to be working with somebody.
Try to assess yourself every day, who requires time from you today?
Ask yourself who requires being leave alone?
Finally, if you take in to account yourself to admit there is no fine way to manage employees; you can do your company a lot of good by attempting to be better handler or director every day. Focus on best methods, understand your team members, have conversation personally and leave well enough alone. If you feel or if you attempt too difficult to manage executive, if you find difficult in attempting to manage behavior, you will finish up vexing your hands in the air and adjudging there is no best method to handle employees.