Post by moon1257 on Nov 6, 2024 3:31:09 GMT -5
Chief – sounds proud… and unclear. What should yesterday’s specialist do in his new position?
If you are building a classic vertical career, at some point you will find yourself in a management position. For example, you have been doing your job flawlessly for two years and received an offer from management to head a department. The management decided that such a professional in your field as you would certainly cope with the new role.
To become a good manager, you must decide shopify website design for yourself that this type of career is right for you and you are not interested in growing "in width". Try to answer the question honestly: "Do you really want to lead this department?"
Many bosses recall their first days in a leadership position with a shudder. It feels like suddenly becoming a parent - as if yesterday there was no child, and today there already is, and it needs to be looked after, but it is not clear how. Subordinates are like children. They expect tasks, motivation and control from their manager. Alas, every second new manager does not know how to manage a team, says the Officevibe study.
We've put together a detailed guide for those who are heading a department for the first time.
Who is a leader?
The Big Dictionary describes a leader as a person who directs the activities of others. That is, the duties of a leader include:
Set clear responsibilities for each employee.
Distribute tasks within the team.
Set performance standards.
Set goals.
Provide professional growth to subordinates.
Motivate staff.
Create a healthy work environment.
Serve as a liaison between the team and higher management.
As a manager, your role is now completely different. Before your promotion, you were an independent specialist, working alone or in cooperation with several colleagues. After your promotion, you find yourself outside the production process, helping specialists do their best work.
Your success will now be measured not by your outstanding performance, but by the outstanding performance of your team .
First steps and first tasks
The position of a manager is new to you, these skills are not born, so do not be afraid and do not hesitate to ask for help. First of all, it is necessary to clarify what results are expected from you.
According to Officevibe, about 40% of new managers didn’t receive clear instructions when they took over. Be one of the 60% and ask for a list of responsibilities and authorities. Knowing what is expected from the department will help you create a list of tasks and distribute them to your subordinates.
Here we come to one of the most important skills of a manager – the ability to set tasks. There is a proven way to formulate a goal perfectly: the technique is called SMART.
The principles on which the method is based are encrypted in the name. S means specific or "understandability". M means measurable or "measurability". A means achievable or "achievability". R means relevant or "influence". T means time based or "time-limited". In practice, it looks like this: the task is formulated simply and clearly, has a measurable and, importantly, achievable result, and the person performing it has the resources and enough time to complete it. You can read more about the method in our article:
Read also
Rules for formulating tasks according to SMART
Read more
Tell them what results and when you expect from the employee, and leave the method of completing the task to the specialist’s discretion.
Sensitive leader
In order for subordinates to perform their tasks to the best of their ability, the boss must provide them with all the conditions. Therefore, you should focus on their needs. Do employees have enough resources and knowledge to do their job? Are they motivated to do it to the best of their ability?
86% of employees, respondents of the Happy Job platform, trust their immediate manager. Find out the opinion of employees using Happy Job products .
To create a favorable working environment, use two tools - your intuition and feedback. You have recently worked in this department as a specialist and know what can hinder and what can help in completing a task. Use this knowledge in your new job. But do not rely only on your "gut feeling". Sometimes it is wiser to ask your subordinate what he lacks to do his job well. Organize a one-on-one conversation and get the employee talking. Perhaps the task will be better completed if you involve another specialist or create special conditions. Give an example of your own experience - how a colleague helped you implement an ambitious project or, conversely, how refusing to support the team led to failure. Encourage sincerity.
Schedule a one-on-one interview with each member of your team. The purpose of such one-on-one conversations is to get to know each other, learn about their role in the department, responsibilities, career and professional plans. This will help you plan the work of the department entrusted to you and develop your subordinates.
If you are building a classic vertical career, at some point you will find yourself in a management position. For example, you have been doing your job flawlessly for two years and received an offer from management to head a department. The management decided that such a professional in your field as you would certainly cope with the new role.
To become a good manager, you must decide shopify website design for yourself that this type of career is right for you and you are not interested in growing "in width". Try to answer the question honestly: "Do you really want to lead this department?"
Many bosses recall their first days in a leadership position with a shudder. It feels like suddenly becoming a parent - as if yesterday there was no child, and today there already is, and it needs to be looked after, but it is not clear how. Subordinates are like children. They expect tasks, motivation and control from their manager. Alas, every second new manager does not know how to manage a team, says the Officevibe study.
We've put together a detailed guide for those who are heading a department for the first time.
Who is a leader?
The Big Dictionary describes a leader as a person who directs the activities of others. That is, the duties of a leader include:
Set clear responsibilities for each employee.
Distribute tasks within the team.
Set performance standards.
Set goals.
Provide professional growth to subordinates.
Motivate staff.
Create a healthy work environment.
Serve as a liaison between the team and higher management.
As a manager, your role is now completely different. Before your promotion, you were an independent specialist, working alone or in cooperation with several colleagues. After your promotion, you find yourself outside the production process, helping specialists do their best work.
Your success will now be measured not by your outstanding performance, but by the outstanding performance of your team .
First steps and first tasks
The position of a manager is new to you, these skills are not born, so do not be afraid and do not hesitate to ask for help. First of all, it is necessary to clarify what results are expected from you.
According to Officevibe, about 40% of new managers didn’t receive clear instructions when they took over. Be one of the 60% and ask for a list of responsibilities and authorities. Knowing what is expected from the department will help you create a list of tasks and distribute them to your subordinates.
Here we come to one of the most important skills of a manager – the ability to set tasks. There is a proven way to formulate a goal perfectly: the technique is called SMART.
The principles on which the method is based are encrypted in the name. S means specific or "understandability". M means measurable or "measurability". A means achievable or "achievability". R means relevant or "influence". T means time based or "time-limited". In practice, it looks like this: the task is formulated simply and clearly, has a measurable and, importantly, achievable result, and the person performing it has the resources and enough time to complete it. You can read more about the method in our article:
Read also
Rules for formulating tasks according to SMART
Read more
Tell them what results and when you expect from the employee, and leave the method of completing the task to the specialist’s discretion.
Sensitive leader
In order for subordinates to perform their tasks to the best of their ability, the boss must provide them with all the conditions. Therefore, you should focus on their needs. Do employees have enough resources and knowledge to do their job? Are they motivated to do it to the best of their ability?
86% of employees, respondents of the Happy Job platform, trust their immediate manager. Find out the opinion of employees using Happy Job products .
To create a favorable working environment, use two tools - your intuition and feedback. You have recently worked in this department as a specialist and know what can hinder and what can help in completing a task. Use this knowledge in your new job. But do not rely only on your "gut feeling". Sometimes it is wiser to ask your subordinate what he lacks to do his job well. Organize a one-on-one conversation and get the employee talking. Perhaps the task will be better completed if you involve another specialist or create special conditions. Give an example of your own experience - how a colleague helped you implement an ambitious project or, conversely, how refusing to support the team led to failure. Encourage sincerity.
Schedule a one-on-one interview with each member of your team. The purpose of such one-on-one conversations is to get to know each other, learn about their role in the department, responsibilities, career and professional plans. This will help you plan the work of the department entrusted to you and develop your subordinates.