Career

10 Ways to Develop Team Management Skills and Performance Promotion

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I have spent most of my life as a businessman, as did my father, grandfather, and great-grandfather. It just so happened that something in our buildings made us want to stretch our wings and do our own thing.

But a few years ago, I sold my business and got tired of golf 5 days a week. Not to mention that health insurance and other rising costs and income were non-existent. So I decided to take a job as a manager at a 500-year-old rich company. Here I would find money, benefits and a taste of corporate life that I had never experienced before.

I stayed for two months! In my opinion, management style hurts the product more than it helped. As a manager, I was expected to manage my team with an iron fist. It was in their handbook that no matter how good an employee was, there was no such thing as a perfect employee so I would face very small issues with top employees. This has never helped the unity of the party and has openly led to tensions between management and employees.

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So two months later, I walked into a management office saying that I was not qualified to work for the company. Although he never told me I had done a good job, he started giving me money to stay, earn more money, get a better position and so on … I politely declined and started my affiliate marketing business.

Now over the years I have had many and run many types of businesses with a number of employees from 1 (me), to over 400 and more in between, I have tried many management styles and while depending on the business and who your employees are, some management styles work better than others. But generally, I have found ten simple ways to improve team management skills and increase productivity.

I have found that if you are the owner, senior manager or just one team manager of these ten people tips can increase productivity in almost every situation:

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  1. Define Your Objectives and Write Them Down
    Now this section especially needs to be written by the owner or CEO, as lower level managers will take those goals and apply them to their groups of people.

Note that this does not mean writing “We will create widgets and become the most profitable widget maker in the world.” Anyone can come up with that. Your goals must be clear and achievable and you will have ways to measure progress. A clearer goal would be to increase profits by 10% per annum. After that you can have some goals for the managers of the various departments.

For example, the goal of a marketing manager may be to find new and more effective ways of marketing so that your marketing efforts reach 5% more customers in the same budget. The production manager can have good ideas about postponing the product to grow the product. The purpose of the sales manager is perhaps to enter a new or unneeded market.

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Most importantly, your goals are clear, all your supervisors are on board and they know what is expected of them and you should keep an eye on each department’s progress. This process should be repeated by your supervisors to their team members.

  1. Come up with goals
    Now this may sound like coming up with goals, but it is not.

Goals can be considered as the end result, where you want to be. Goals are steps you must take to reach those goals. See this article to know their differences:

For example. the aim can be to increase customer satisfaction and the goals of getting there can include faster shipping times, easier retrieval and improved customer service etc.

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  1. Hire Skilled People, Then Get Out of Their Way
    As a manager, your manager or general manager should have gone beyond the company’s policies in order to have a clear understanding of where the company wants to be. A good manager must set clear goals for the Department with clear, achievable and measurable goals. You can then take the goals set by your department and give them to each employee according to their ability.

Now you may have noticed the second part of the tip was to “get out of their way.” This is only if you hire people with the right skills. Part of your job as a manager is to monitor and measure the progress of your employees. If you find someone who seems incapable of moving on, try setting him or her up with a mentor, or even lowering his or her job responsibilities so that they do not appear to be overpowering.

But the important thing is that you have a responsibility to the company to make sure your piece of equipment is timely and well-maintained, otherwise it looks like a manager. Although no one likes it, termination is probably the only solution.

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  1. Have regular meetings with your staff
    Problems, issues and issues will arise in any organization. Part of your job as a manager is to identify problems and fix them before they become a problem.

Having regular production meetings with your employees is the key to identifying problems before they get under control.

Suppose your employees have a hard time shipping items on time because they can’t find them in the warehouse immediately. That’s where you earn your money!

What you don’t want is people from the shipping department calling the warehouse and it turns into a shouting game. It’s time for a meeting with the store manager. Perhaps the problem is that they do not have reliable predictions about the number of units sold each month. Now we have detected the problem, the lack of communication between the sale and the warehouse.

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