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Managing Staff

10 Traits Of Managers Whose Teams Are Happy To Come To Work

Work isn’t recess but it shouldn’t be detention, either.

Sherrie Campbell

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The last thing any manager wants their team members to do is dread coming to work each day. Because people spend the majority of their time at work, it is important managers do all they can to make that time enjoyable, exciting and well-spent.

A dictatorial manager who lacks empathy or insight may produce but high turnover will cause them to ultimately fail. Excellent managers do their best to make 80 percent of the job rewarding, with a 20 percent balance of healthy stress. While this may not always be the possible, it is nonetheless their goal.

1Knowledgeable

To create a happy and successful team, exceptional managers make sure to be knowledgeable in every area of their field, and to have the resources necessary to gather the information they are lacking.

They are responsible and thorough in their direction of others, they follow their insights and stay well-connected in their industry.

These skills make them the “safe-base” and strong ally team members need. The more knowledgeable a manager, the better the coach, and the more inspiring it is for team members to come to them for guidance.

2Practical

Great managers understand the basic principles of management, and utilise a wide range of those principles to direct the unique and individual needs each team member presents them with. These managers are thoughtful and masterful when making decisions and also when finding solutions to problems.

Success comes with more ease when direction and expectations are clearly communicated to team members. These practical skills are essential to creating a happy and productive working environment.

3Upbeat

Great managers are optimistic and positive. It’s better for them and better for business on every level. Successful managers are secure in their own well-being. Each day they set a positive tone for their team with an upbeat, helpful attitude.

A manager who is cold and mechanical will, more often than not, get their team off on the wrong foot each day. Success is harder to come by working under oppressive and negative conditions.

4Stress management

Stress management

Stress is the one place we all have the potential to short circuit, lose patience and treat others poorly. Top managers pride themselves on being emotionally intelligent and capable of self-possession. Because they know how to manage their own stress, they are more masterful in managing the stress of their team members when it is most needed.

To reduce stress, top managers ensure team members have the necessary time to nurture and take of themselves personally and professionally.

This type of a management approach is based in balance. When things are in balance, success is more easily developed and maintained.

5Love what they do

Well-liked managers love what they do. Because of this love, they view themselves as consistent “learners.” They invest their time and resources into self-development, education and training.

It is inspiring for anyone to be around a person hungry for their own growth and development. When a manager has this interest and passion, it is undeniably contagious to those who work for them. Great managers hold the awareness that the only way to stay ahead of the competition is to grow themselves and their team beyond the competition.

6Leadership

Great managers develop their leadership skills by engaging in teamwork exercises and practices that unleash the full potential of the team they manage. Successful managers focus on teaching their team members how to work with each other, rather than against each other. They keep their team cohesive by valuing comradery over competition.

7Ability to motivate

Stand-out managers are self-motivated and able to motivate others. They continually ask themselves how they can improve team morale with new tactics to keep passions peaked.

Successful and well-liked managers cultivate the relationship between happiness and achievement in their team members. They inspire their team by redefining goals as part of something larger than closing their next deal.

The more supportive the environment between individual team members, and between team members and their manager, the more cohesive and successful they all become together.

8Dedication to excellence

Great managers expect the best from themselves and their team. They refuse to settle for poor results, knowing it reflects upon their ability to manage well, just as much as it reflects upon the team’s ability to excel.

The best managers encourage the sharing of ideas and offer incentives, such as bonuses or commissions, to get their team thinking more outside of the box. They don’t tolerate team members badmouthing each other, their customers or vendors. They point out that all people are human.

They make sure to keep their team focused on solutions not problems. They encourage their team members to be good human beings, not just good salespeople.

9Focused on quality

quality

Top managers focus on the quality of what their team produces. As important as volume and productivity may be on the front-end of a deal, it is the quality of the services and reliability of the product being sold that ultimately determines the value of the deal.

Successful managers encourage the productive use of time, skill and knowledge. These managers understand that the most successful and fulfilled teams are those who experience meaningful results.

Team members have to value who they are, the product they sell, those who use their product and the importance of delivering quality results.

10 Success is shared

Great managers desire to have a meaningful and significant impact on their team. Successful managers are driven to make a difference, an emotional difference, in their team members.

For this reason, they celebrate the accomplishments of everyone, believing that everyone is capable to doing well. They are solution-focused, and generous with their time and attention when someone needs it.

The well-being of their team members is central to a great manager’s approach because they know that when people feel important, they treat all they do and achieve with more importance.

This article was originally posted here on Entrepreneur.com.

Sherrie Campbell is a psychologist in Yorba Linda, Calif., with two decades of clinical training and experience in providing counseling and psychotherapy services. She is the author of Loving Yourself: The Mastery of Being Your Own Person.

Managing Staff

Want People To Love Working For You? Here’s How To Get Them There

If you don’t want to go to work, why should they?

Chris Ogden

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Want-people-to-love-working-for-you.jpg

If you don’t have a culture in your startup, it will decay. If you don’t know your core values and how your business should reflect them, then your employees won’t know how to reflect them either.

And if nobody knows who you are, what you represent or what culture you promote, then their passion for the business and its future won’t exist. Nor will yours. In short, if you don’t build a culture, then it will slowly collapse inward on itself until nothing is left but a stale idea.

So, how do you create a culture that has you leaping out of bed at 5am? What do you do to inspire yourself so that you inspire others?

1. You sit down and prepare your values

What do you stand for? What do you believe in? How do you want other people to perceive the work you do and your ethics?

Related: You Can Motivate Your Employees Without Creating A Hyper-Competitive Culture

Are you a cutthroat, step over the bodies of your foes kind of business, or are you a people-focused, solutions-driven kind of company? Build up a core of words that define you and then use these to create an acronym that sustains you.

Be sure to investigate the meaning of any acronym you create before you set it in stone.

The last thing you want is an acronym that has some dark and twisted counterpart on the web…

2. Communicate your values

Seriously, this is key. So often people sit down and craft these lovely values and build these awesome acronyms and then just send them over email. Or include them once in an onboarding.

It’s all very good to put your strategic thinking down on paper, but relaying the message is vital.

Get it on your social media, put it on your intranet, stick them in the coffee area, repeat elements of them at meetings. Get these values out and about as often as possible.

3. Get engaged

Well, office romances are normal so that’s cool, but this is more about engaging people in your culture. Get buy-in from your staff in a genuine and open way.

They have to believe in what you’ve created otherwise you’ll be skipping down the company pathway alone.

Consider adding in motivations, recognising people for their contributions to specific values and rewarding them for their engagement.

4. Walk the talk

Don’t mess about. Don’t pretend the values are important to you and then do the opposite. If you don’t live your own values, nobody else will either.

In fact, saying one thing while doing another is a sure-fire way of creating a toxic working environment that will see high staff turnover and plenty of customer dissatisfaction.

5. Patience is not a cheese

Don’t expect everyone to leap onto the values train from the first day. This isn’t how it works, especially if you’re already established and have only just got around to creating them. People who joined before you implemented a new culture or value system may not be a good fit or may need more time to adjust.

Related: Your Employees Are Your Greatest Asset – Manage Them Well

It isn’t a race to the culture finish line, it’s a process. Learn as you go, trust in one another, take things forward carefully and be prepared to make mistakes and learn from them.

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Company Posts

Finding Success With Workforce Staffing In The Minimum Wage Reality

Has your company joined the panicked masses?

Workforce Staffing

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From the 1st of May 2018, the minimum wage officially becomes a South African business reality. Many companies have implemented rushed contingency plans, readying themselves for minimum wage related redundancies, layoffs, cutbacks and other vastly destabilising business changes that could more likely injure business, rather than save it.

Before you start making these same, rash decisions, ask yourself these 4 questions:

  1. Are you worried about not covering wage costs?
  2. Do you know exactly what the minimum wage payments are?
  3. Are you aware of the minimum wage exemptions?
  4. Have you spoken to an expert about practical solutions?

These questions, and many more, should be asked in depth before any rash decisions are made. As this is the first time in South Africa’s history that such an act has come to pass, there is equal doubt as well as joy at its arrival.

The positives and negatives of the National Minimum Wage

“A national minimum wage will increase unemployment and further remove constitutional rights from SA’s ‘forgotten people’,” stated journalist Eustace Davie.

“The introduction of a national minimum wage was made possible by the determination of all social partners to reduce wage inequality while maintaining economic growth and employment creation.” said President Ramaphosa.

No matter what camp you fall into, the National Minimum Wage Act (NMWA) is a reality everyone will shortly experience, with few solutions publicly available.

How Workforce can keep you compliant

Workforce Staffing is a legal and compliant supplier of temporary employment services and as is expected from a high quality labour solutions supplier, we will adjust any payment rate below R20 an hour, to keep our clients compliant with legislation.

Related: How To Know If You’re Mismanaging Your Staff

When you turn to Workforce Staffing for solutions, you turn to a compliant and legal industry professional. Having analysed the situation from all possible business angles, we know that we have the means to support you in your NMWA transition, assisting with your standard compliance and exemption cases.

The NMWA’s rates:

  • R20 and hour
  • R18 an hour for farm workers
  • R15 an hour for domestic workers

Criteria for the (currently set at) R18 an hour exemption:

  • The employer must be unable to afford the R20 minimum wage
  • The employer must have consulted with the relevant unions and employees
  • The employer must submit financial statements (and make same available to the employees or relevant union)

The Workforce Staffing solution:

  • Contact us to receive consultation on your business’ unique situation
  • We will provide effective and tailor-made solutions to mitigate the adverse effects of the NMWA on your business growth
  • Our staff management solutions will help reduce overtime, assist in production management, and provide alternative employment structure models

Workforce Staffing provides the expert help you need in ensuring your business is prepared for the guaranteed arrival of the NMWA. With our planning and professionalism, there’s no need to fear the future.

Related: Will A Strike Cripple Your Business?

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Company Posts

How To Know If You’re Mismanaging Your Staff

Wouldn’t you like to free up some of that time to increase your company’s productivity and profitability while providing solutions to admin issues and organisational hazards? Workforce can show you how.

Workforce Staffing

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The average manager can spend up to two full days a week on administrative tasks. You aren’t a machine and neither are your managers or HR team. However, to gain the most from your temp staff, a machine is exactly what you need. A smart one.

WorkTRACZone is the definitive product that’s been especially developed to offer you ultimate control through technology.

WorkTRACZone ensures that you surpass the 80% of businesses that are floundering in misadministration, and guarantees that your temp staff are utilised to the maximum.

Keep clear of the danger zone

Research by UK-based company, Service Now, found that eight out of ten companies still use inefficient manual tracking to drive productive work processes, putting their company’s temping situation in the danger zone. Are you one of them? Ask yourself these five questions:

  1. Are you aware of all the skills available to you through your temp workers?
  2. Can you remotely access your temp staff’s work rosters anytime, anywhere?
  3. Do you know exactly how much overtime is being generated in your business?
  4. Are your temp staff’s absenteeism records completely up to date?
  5. Do you have convenient access to all your temp staff’s work histories?

Related: Finding Your Staffing Partner

If you answered no to any one of these questions, then your temporary staff are gravely underperforming.

Manage your temp staff better today

As specialists in the temporary employment field, the designers behind WorkTRACZone are well aware of what businesses need to make the most of their workforce.

If you would like to protect your company from all the possible failings hiding behind mismanagement, visit www.workforcestaffing.co.za, or call 087 135 8888 to take the first step in distinguishing your business.

Solutions to your biggest temp staffing issues

1. When I don’t have information available now, my business fails later

WorkTRACZone is a digital portal that is available to view from any smart device at any time. It provides complete transparency on all of your temporary staff, from work rosters to up-to-date labour costings. Have access to your outsourced staff’s information, collected onto the WorkTRACZone digital dashboard, and integrate time and attendance with payroll and invoicing systems.

2. How can I be sure staff aren’t taking advantage of overtime?

Mismanaged overtime is one of your biggest risks to profitability. WorkTRACZone records all overtime recorded by temporary staff, allowing you to spot dangerous patterns or misused hours before it becomes a drain on profits.

3. I’m not totally aware of what my temp staff can offer me

From clock number to ID, WorkTRACZone makes searching easy with editable fields and succinct categories. Workers’ skills are available to you at a moment’s notice with this digital portal.

4. I hardly monitor staff backgrounds, equipment issues, and other details

Having this information on hand is the first step to ensuring complete control over your outsourced staff. If you skip this step, all other processes often fall to disorder. WorkTRACZone provides the best solution to ensuring all this information is captured and easy to access.

5. With worker turnover, predicting salaries has become near impossible

All your temporary staff’s past and current work rates are viewed on demand via the WorkTRACZone digital dashboard. This provides accurate salary projections, allowing you to plan ahead and foresee any potential complications.

Related: 11 SA Entrepreneurs on What They’ve Learnt About Managing Staff

 

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