How to Become a Great Manager
Becoming a great manager is considerably different than becoming a great employee, and can present unique challenges for an individual new to a management position. Great managers have to combine the efficiency and conscientiousness of an excellent employee with the ability to lead and motivate a group of individuals with diverse personalities. By understanding some of the key elements of becoming a successful manager, you can increase productivity and morale while earning the respect of your team.
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Instructions
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Learn to delegate important tasks to the members of your team. According to the January 2003 "Harvard Business Review" article, "Power is the Great Motivator," a significant distinction between an efficient employee and a great manager is the ability to delegate. Abandon your habit of doing everything yourself, even though it may have served you well as a lower-level employee. Focus on cultivating influence and cooperation with the most reliable members of your team, so that you can leave important tasks in their capable hands and focus on the big picture.
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Treat your team members respectfully. According to the September 2006 "Fortune" article, "How Good a Boss Are You," disrespectful treatment is a primary employee complaint, lowering both morale and productivity. Offer performance critiques when necessary, but make sure they are appropriate and fair. Don't forget to let the people you manage know when they are doing an excellent job. This increases morale by letting your team members know their valuable contributions are noticed and appreciated.
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Encourage good ideas. Your employees can offer important insights on policies and procedures that aren't working. Ask your team members about things they would like to change, such as procedures that create excess work or time-consuming hassle. Use these suggestions to improve work flow and efficiency, and to help team members to feel engaged in improving the company. Offer incentives to employees who offer the best ideas for improvement, even if it is something as simple as a certificate of recognition or a free lunch.
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Assert your authority when necessary. Employees are often frustrated by a team member who refuses to fulfill his duties, yet avoids reprimand or dismissal, primarily because they have no authority over the problematic member. Take charge of the situation and clearly communicate your expectations to the problematic employee. Let him know you will take action if he doesn't work with the team to fulfill his share of the work.
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Communicate clear expectations about individual projects, as well as broader goals, such as the vision of the company, to team members, notes "Entrepreneur."
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References
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