Once you’ve assessed management readiness within your organization and developed a strong change management training program, it’s time to focus on preparing your managers to lead successfully.
A manager is only as strong and productive as the team he or she leads. Discover how to strengthen your managers’ teams by focusing on these three areas.
It doesn’t matter how highly skilled or thoroughly trained a team is if there’s no motivation among the people. Your managers’ ability to motivate employees [link to: impacts both the productivity of your company and the morale of your workforce.
Some of the best ways to motivate employees include:
- Providing Incentives – Whether with bonuses, raises, employee benefits or cultural perks, motivate your team members by giving them reasons to enjoy their jobs.
- Encouraging Learning – Create an environment in which your employees have opportunities to better themselves. Provide professional development and management training materials to help your team improve.
- Promoting From Within – One of the most effective avenues for motivating employees is identifying paths for promotion. If employees know that there are clear opportunities to achieve higher ranks within the company, they’ll be motivated to work hard for future promotions.
- Avoiding Micromanagement – Let your employees function without having to answer for every move. There’s a difference between being a hands-on manager and micromanaging. When your employees have the freedom to take ownership of their work, they’re motivated to be more productive.
Conflict resolution is one of the keys to keeping operations running smoothly. Whether you’re dealing with conflict among peers or between employees and their leaders, diffusing these disagreements before they escalate is achievable in three steps:
- Identify the conflict. If your managers have the skills to identify conflict before it comes to a head, you’re already on the right path. Keep an eye on employees who always seem to be at the center of conflict, as those are usually the ones who have a hand in it.
- Communicate with both parties. Once you’ve identified conflict – and the cause of it – stop it at the source by communicating with both parties. When it comes to conflict resolution, there are generally two sides to every story. Listen to both before jumping to any conclusions.
- Prevent future occurrences. Use conflict resolution as a teaching moment for your employees. To prevent future issues on the same subject, talk to your team about solutions and be open to feedback.
Coaching Team Members
Being able to coach team members to achieve improvement is a valuable skill for managers. At its most basic level, coaching others involves knowing and capitalizing on strengths as well as identifying and combatting weaknesses.
Successful job coaches build stronger teams by:
- Pinpointing weaknesses – All of your team members have weaknesses, regardless of their time with the company, their experience or their skills. When coaching employees, it’s important to understand the areas they need to work on.
- Recognizing strengths – Equally as important is knowing and understanding your team members’ strengths. Are they strong communicators? Do they work well with others? Are they productive? Determine the strengths that make people valuable assets.
- Creating a plan – Once you know employees’ strengths and weaknesses, provide a professional development plan that helps them advance within the company. When they improve the areas that need work and utilize their strong suits, they become greater assets for your company. Think about delegating tasks to play up their strengths or providing management training courses to fortify their weaknesses.
Do you want to develop a comprehensive management training plan for your leaders? Schedule a free consultation with Vital Learning to find out how management training improves your workforce.