How to Be a Boss
Becoming a boss for the first time can be a stressful experience. Managers are pulled in different directions by their management and employees. A manager is responsible for developing her team and handling upper management deliverable expectations. A first-time boss should arm herself with good management strategies and realistic expectations. It is important for new bosses to be able to step back and process everyone's expectations before taking action. Managers can take several steps to create a well-functioning team dynamic.
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Instructions
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Set clear predictable expectations on a regular basis. Provide your team with consistency and structure so they have a sense of security. Create a project task list and assign a time line and resource to each task.
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Increase communication between employees and management. Talk to your employees on a regular basis. Stop by to chat with your employees informally. Set up regular weekly meetings with each employee. Ask each employee about her concerns. Address any issues immediately so you can build trust within your team.
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Acknowledge and reward accomplishments. Use weekly team meetings to give recognition to your team for both small and large accomplishments. As an example, thank an employee for completing a task in a weekly meeting. Award a plaque to an employee that has exceeded expectations.
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Provide your employees with an incentive to be proactive by asking for and listening to their suggestions. Allow people to feel empowered by letting them take responsibility for improving methods and processes. As an example, create a task force where employees can brainstorm methods for improving productivity.
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Stand up for your team when it counts. Let your employees know through speech and action that you are standing behind them and support their endeavors. As an example, work with upper management to get better projects for you team. Build relationships within the company to promote your team's visibility.
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Look at the big picture of your team's performance. Address any performance issues with coaching the moment you see an issue. As an example, if you notice that an employee is lagging behind on his deliverables, have a conversation with him about why that is occurring. If he is having trouble understanding how to accomplish a particular task, coach him through the methodology.
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