Employee pulse survey best practices
If you want to tap into what drives employee satisfaction and engagement in your organization, pulse…
The skills you need to manage are not the same skills you needed in your role as an expert contributor. Management is a job in and of itself, and to master this role (just like you did your last one), you’ll need a new set of management skills in your toolbelt. Really, it’s a fine balance between mastering your interpersonal skills and learning the technical skill required in your new role. You’ve landed in the right place to learn exactly what hard skills and soft skills you need to hone in on to lead successfully.
Improve these management skills:
To be a successful team leader, first, be a successful communicator. As a manager, this means being clear and being human. The more clearly you can get your point across, the greater the chances are your team will follow your vision and be able to succeed in their own roles.
Being involved in your team’s high-level time-management without micromanaging is one of the most effective management skills you can develop. Your team’s capacity to be productive is essential for their overall performance. Your high-level strategic thinking should help guide how they make choices and decide on the initiatives they chose to work on.
More than anything, being a manager is about nurturing positive, trusting relationships. You’ll get the best out of your team when they work well together, feel comfortable having difficult conversations, and enjoy the time they spend with their peers.
🛠 We built a tool to facilitate this team collaboration discussion in our manager toolbox.
Becoming a great manager means becoming an orchestrator for your team. You’re there to ensure things get done, not do them yourself. Your job is to help employees shine by understanding their development goals and letting them work on tasks that develop their strengths. But…
Tip: To understand your employees’ strengths, communicate with them often to learn when they feel best at work. Ask questions like “What project did you feel most proud of and why?”
It’s inevitable that you and your team will face challenges and difficulties. Time spent looking for who’s at fault or dwelling on the issue is time that is not spent on promoting learning or finding solutions.
Management is in part about being confident in your decision-making skills, critical thinking, and problem-solving techniques, but more so about coaching your team to hone in on these same leadership skills.
Tip: Instead of giving the answer, ask questions that challenge assumptions to help employees find the root of the problem. For example, “Why did you use this method?” or “How did you come to that conclusion?
Giving and accepting constructive feedback is one of the most important management skills you can build. When employees see they see that they can apply the feedback that helps them grow in their career, constructive criticism becomes widely appreciated.
1. Don’t wait: Give feedback in a timely manner so employees can start improving right away.
2. Be specific: Avoid generalisms when giving constructive feedback (check out our latest post on giving tough feedback while working remotely)
Here is a list of employee feedback examples to help you deliver constructive feedback to your team.
Managers of the modern workforce need to prioritize their ability to connect with people beyond numbers and goals. Developing your Emotional Intelligence will help you build trust with your employees and really understand what motivates them. Not only that, it will help you be more fair as a manager.
The process of developing your Emotional Intelligence and people skills in part means learning to manage your emotions in high-stakes situations and getting to know yourself better too. Having the ability to identify your own biases and be aware of your emotional triggers will help you become a better leader.
Would you be interested in receiving our newsletter directly in your inbox?