27 / 4 / 2016 Midnight
Supporting and empowering individual employees will strengthen the whole team. There are simple ways to manage your team more effectively. They don’t have to need more time or money, and most of you can start right away.
If you can’t do anything else, make time for positive reinforcement
Say thank you, tough shift and thanks for your support. Ask what positives your employees will take away from the day. This allows them to reflect on their personal sense of achievement and allows you the opportunity as their manager to say well done. We automatically focus on the negative and the one thing we could have done better, let your staff leave focusing on the thing they did well.
As a manager you will need to speak to staff and have potentially difficult or challenging conversations. Act when this is needed, taking an honest and open approach. Be consistent, so expectations are clear to all.
Have some time to listen and support your employees to find the way forward
You need to make time to be available for your employees. If your workload restricts this, allow for a minimum period of time in the week when you will be contactable and make sure staff know that. This reinforces that they are important because you have time for them.
Work with your employee to support them through any difficulties, e.g. what impact is an issue having? What could you do about it? What will you do about it? Don’t take problems off the employee, you build their resilience by empowering them to find the solution.
Keeping things in perspective
We all have days where sometimes it feels like things are against us. Being the voice of reason can prevent concerns escalating. Be ready to ask your staff what alternative perspective could there be. What is their perception based on? What do they want to do to move forward?
What’s in your managers toolbox?
As a manager you won't have all the answers, and shouldn’t expect yourself to. What you can do is know who your key stakeholders are and who your employee can approach to assist them. This could include, HR, OH, OD, counselling, health and safety reps etc. Could this be developed with your colleagues?
Make metrics your friend
When you use more than one metric (measure) it allows you to make a comparison. Metrics help you to understand what is going on but it only becomes useful when we do something with it. Key questions to ask are: what impact is this metric having on my staff, or patient care? Do I need to talk to my staff about this metric so I can understand the context of this and the impact it is having?
Walk the talk
Lead by example, by creating a culture of openness and engagement.