This Tip provides a checklist of the actions that effective managers take to set their employees up for success.
There is a lot written about what bad managers do poorly and the consequences of their poor decisions.
It’s time to look at what effective managers do well.
They care about setting their employees up for success.
What does that mean, exactly?
How Effective Managers Set Employees Up for Success
Effective managers:
Get Involved in Hiring and OnBoarding
1.get involved in the hiring process. This way they can ensure that the employee chosen to fill a vacancy has the knowledge, attitude, and capability to perform the job.
2.arrange for a positive and welcoming onboarding experience. During this time, they check that the employee understands how their position fits in the organization and meets the rest of the team.
Provide Training and Reasonable Performance Expectations
3.provide for training to build the skills the employee needs to do the job. Offer a mentor and a coach to guide the employee, make introductions, and answer questions about the organization and the employee’s role.
4.establish and communicate reasonable performance expectations. To the extent possible, they do this with the employee to ensure buy-in and commitment.
Coach and Incorporate into the Team
5.meet weekly or biweekly initially to provide coaching. This may include additional training, guidance, or problem solving to help the employee develop and demonstrate desired skills and performance.
6.make sure the employee becomes an accepted and contributing member of the team. This involves clarifying and communicating the employee’s strengths and desired role in the team. This also involves clarifying the vision and goals of the team.
Get to Know the Employee and Delegate
7.get to know the employee’s interests and needs. This includes establishing a personal relationship sufficient to know what motivates the employee, what the employee’s career goals are, and what their outside interests are. Check in briefly on a daily basis.
8.delegate appropriate levels of decision making authority. Then hold the employee accountable for meeting deadlines and work results.
Offer Development and Provide Constructive Feedback
9.offer the employee developmental opportunities. These may be on-the-job cross-training, shadowing, special assignments. These may also be internal or external training programs.
10.give timely constructive feedback on the employee’s performance. This involves meeting with sufficient frequency to ensure that the employee is performing to expectations. If not, to coach the employee to better performance results.
Recognize and Maintain a Comfortable Work Environment
11.recognize the employee for work well done, in the manner most meaningful to the employee.
12.maintain a comfortable and psychologically safe work environment. Encourage creativity and risk-taking. Emphasize that employees should learn from their mistakes rather than having to accept blame. Show empathy.
Question: What else would you add to this list?
If your managers would benefit from learning how to set employees up for success, please book a call to discuss a management development program. https://laurelandassociates.com/contact/
May your learning be sweet,
Deborah
#management #employeeperformance #employeedevelopment #employeerecognition #psychologicallysafeworkenvironment #traininganddevelopment
