To be a successful manager requires the development of management habits that become second nature.
1. Treat employees with respect and courtesy. This means that we request, instead of making orders of bark. Constantly hear when others speak and know the opinions of others, even if we do not agree with them. Courtesy and respect at work and life easier for you and your employees.
2. Argue as much as possible. People are more likely to help if you understand the reasons for the actions or applications. Require employees to work overtime? Explain why it is important. Need a report three days ago? Give the employee a reason. Give your employees the reasons for actions and decisions that should be placed in context. You can not love him, but they understand what is necessary.
3. Always remember that your staff people with a life outside the organization. Sometimes your personal life must take priority is to make their working lives. Take the personal pressures and demands on the fight against the problems of behavior and performance. Personal problems are no excuse for poor performance or misconduct, but may be a mitigating circumstance.
4. Manage you walk. Get out of the office and the bucket and walk across the floor. Congratulations to meet with employees on their territory and to find something. Ask them how things are? Physical presence and to help employees back to you as a person know, in addition to her manager.
5. Spread the word and show appreciation for their hard work. If an employee has done an excellent job or tasks outside the scope of their daily tasks, be sure to recognize that the realization of the presence of all employees.
6. Never give negative feedback to an employee by the presence of other employees or customers. Comments on the negative behavior or performance should be given in private. Its purpose is to provide the employees to understand what he did wrong and show them to help, what behavior is acceptable. Feedback is corrective measures and targets for improvement, criticism is cruel and counterproductive, especially when delivered in public.
7. Meet regularly with their obligations and commitments to employees. If you are planning a monthly team meeting to wait. If you discuss a date for the annual performance review, the nomination. After the cancellation of appointments and meetings with employees, telling them that they are less important than anyone or anything else.
Related entry: