First Time Managing People? Go Pro With These 3 Tips

One of the main reasons employees report leaving jobs is poor manager relationships. From feeling mismanaged to conflicts with management decisions, many things can make an employee-manager relationship turn sour. If this is your first attempt at managing people, these tips can help retain employees and keep conflict at bay.

How do you manage people?

Managing people for the first time can be overwhelming. Fortunately, taking time to hone your management skills can improve both employee satisfaction and retention.

One of the best ways to start is to practice asking questions. This shows an investment in employees’ personal and professional wellbeing. It might even be a good idea to deploy an employee engagement survey to see how they’re feeling about their role and your management style.

In addition to holding regular one-on-one chats and checking in with your employees’ schedules and deadlines, be sure to ask about their personal life. Likewise, asking for feedback about your management style can help you refine your techniques and become aware of any growth opportunities.

What qualities make a good manager?

The definition of a good manager varies depending on an employee’s communication and working preferences. There’s one key element, however, that sets a positive tone for all employee/manager relationships: trust. When your employees trust you, they’re more likely to speak up if they have questions or concerns, which is the key to managing people.

Moreover, a mutually trusting relationship ensures that you will receive honest feedback on your management style – helping you to improve professionally.

How can you be an effective manager?

Here are three ways to build trust with your employees and become a more effective manager:

1) Note Their Personal Goals

Understanding your employees’ professional goals is key to helping them feel valued. What are their strengths and weaknesses? Where do they hope to take this career experience in the future? Asking such questions can help you assign tasks that interest and excite your employees, which in turn helps them feel more satisfied.

2) Be Accountable (and Maintain Accountability)

Staying true to your word goes a long way when managing people. Show up to your meetings when you say you will and adhere to your deadlines as promised. Being a role model for accountability can set the tone for what’s expected of employees. It also demonstrates your respect for them and their time.

3) Improve Your Decision-Making

Decision-making requires that you use both intellect and empathy to consider the full impact of your choice. When your employees see you weighing important decisions with a full scope approach, they’ll gain a greater sense of trust for you as a person. It will, in turn, motivate them to use practical decision-making skills in order to thrive as contributing members of your team.

So, what is a good manager?

There are many different management styles – some that work better for different contexts. However, all good managers build trust with the employees by achieving the proper balance between empathy, personal connections, and strong decision-making skills.