The Ultimate Guide to Mastering Employee Management

Author ProFlow Learning Centre, 7 months ago |

Managers perform a wide variety of demanding tasks, including planning, organising, mentoring and directing. A large chunk of a manager’s time involves overseeing the affairs of their direct reports. Since managers rank among the leaders of the company, the success of the organisation relies greatly on their performance, especially when it comes to employee management.  

Managers have their plates full with all their day-to-day duties, and their workload only increases as more and more people join their team. This is the reason why some managers feel overwhelmed and frustrated with their jobs. They are pressured by the thought of failing and how that will impact the company. 

One of their most critical roles is employee management. Employee management refers to the process of supporting employees to boost their performance and achieve their goals.

Such a process can be divided into different components, with the major ones being performance monitoring and measurement, communication, managing engagement and growth and development. 

Performance measurement and monitoring means managers have to make sure that every employee is meeting his or her goals. Since every company has unique objectives, managers have to devise a way to accurately measure employee performance on an ongoing basis. 

Communication and engagement refers to installing an ideal work culture and environment that promotes growth. Managers are expected to keep employees engaged. They are also tasked to communicate all relevant company updates and serve as the link between the employees and upper management. 

Growth and development is the process of helping employees achieve their potential. The success, contentment and happiness of an employee is largely the manager’s responsibility. 

Contents

Impact of Proficient Employee Management 

It’s fairly easy to see why a well-managed company performs better than poorly managed ones. If managers are doing a great job in directing their employees, then individual and team goals are achieved more quickly. 

A well-managed team can meet deadlines faster, deliver huge profits and build a positive brand for the company. They make sure that all the internal and external processes of the company work seamlessly and exactly as designed. 

When employees know their responsibilities and do them well, teamwork and camaraderie are apparent. Their morale is high and everyone is motivated. This is how a positive working environment is created. 

Motivated employees are every manager’s dream. These employees listen to feedback and always seek improvement. Developing them for better and bigger roles becomes the next plausible step.

When employees grow, so will the company. With more employees stepping up and showing great potential to become leaders themselves, the creation of more teams for increased productivity becomes a possibility. 

Well-managed teams are likely to be more profitable and provide a higher potential for growth. In fact, a good number of multi-billion corporations today started from a core team of a handful of employees who were competently directed towards success by a brilliant manager. 

Employee Relationship Management

Organisations need high-performing employees in order to thrive. To make sure that all company objectives are met, employees should function as a team working towards the same goal. 

To accomplish a task quickly and accurately, employees must have a harmonious working relationship with each other. If there are conflicts and misunderstandings within the workplace, then achieving goals becomes impossible. A positive working environment is also necessary. 

Employee relationship management affects all employees in the organisation. It refers to fostering a good working relationship between managers and their direct reports, as well as employees of the same level.

The purpose of employee relationship management is to establish and nurture a productive and fruitful relationship between the members of the organisation. Most companies put emphasis on this for talent retention. However, its direct effect is higher employee satisfaction. 

Through employee relationship management, employees enjoy a healthy working environment where they can be more productive. Because they’re confident with their abilities, they can handle more responsibilities efficiently. 

It builds a workplace with a lower stress level and higher enthusiasm. This leads to better job satisfaction and high employee morale. Employees working in this state tend to be more loyal to the company. 

Effective employee relationship management is achieved with these two key elements: effective communication and continuous employee engagement. With the right processes in place supporting these two elements, exceptional results can be expected. 

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Effective Communication

Transparency in communication is necessary to achieve optimum employee relationships. When employees know that they can share honest feedback at any time, then they become more engaged. They will not hesitate in sharing their views or providing suggestions for the betterment of the organisation, which is beneficial to the company. 

Effective organisational communication plays an important role in the workplace. In fact, it is one of the pillars of optimal employee relations. Managers should build a culture of open communication to ensure consistent and effective business operations. 

When communicating with employees, managers must always be consistent. They should deliver messages from the upper management in a timely manner and must do so in accordance with the company’s culture, mission and vision. 

If there’s open communication, employees become more engaged. But more than effective interaction, open communication also improves work procedures and processes. This will ultimately lead to better efficiency in the workplace and reduced production costs. 

Two-Way Communication and Feedback

For communication to be effective, it has to be a two-way street. So to enhance employee relations, managers must not simply announce policies, procedures and issues to their direct reports without stopping to listen to employee concerns. 

Managers are expected to support a positive feedback process and safeguard its credibility. A functional feedback process is one that seeks input from all employees, regardless of their role or position. The results of the process should also be communicated to employees in a consistent manner. 

Managers must provide for the day-to-day communications required by their direct reports. In the same way, their direct reports must provide feedback when it is required. They are also encouraged to talk about workplace issues as soon as they come up. 

Managers are expected to address employee concerns or take them to the upper management if necessary. The failure to act on such concerns could lead to frustration. On the other hand, trust issues will surface if an employee experiences retaliation after providing negative feedback. 

While the best methods of communication are 1:1s and team meetings, there are other vehicles that can be used to achieve effective communication within the workplace. Managers can also use newsletters, emails and other company forums to disseminate information to employees.

However, managers must aptly decide the right vehicle to use for the type of message to be disseminated. For feedback, anonymous surveys and polls are recommended. 

Employee Engagement

When employees are engaged, performance tends to follow. An engaged employee has higher work energy, mental resilience, dedication and focus. Improving employee engagement is one of the top strategies used by companies to retain talents, improve productivity and ensure employee loyalty. 

Engagement also directly impacts customer satisfaction, as engaged team members are more willing to go the extra mile for the customer. Managers must realise how employee engagement greatly affects an organisation’s profitability level and financial well-being. 

Employee engagement may be enhanced in many ways. One way to achieve this is if managers are supportive of their direct reports, actively sharing company information, maintaining open communication, promoting trust and advocating positive company culture.

Disengaged employees can find themselves unmotivated to the point where they really don’t want to get up every day and go to work. If they do, they only want to deliver the bare minimum.

They are also unwilling to participate in activities sponsored by the company and tend to commit themselves strictly to their work hours. Worse, these people may resent being in the workplace altogether. 

These employees also focus on the monetary equivalent of an activity rather than seeing it as an opportunity for learning. They also want to get all the credit but would never accept their mistakes. 

Managers are the ones tasked to transform disengaged and disgruntled employees into motivated and results-driven assets of the company. To do that, managers can start by being a good example. 

When employees see that their manager is committed and passionate about his or her job, then they are encouraged to be the same. Here are more ways on how to promote employee engagement.  

Foster a more personal relationship with your direct reports.

A professional relationship is mandatory in the workplace. But having a personal relationship with employees is even better as it creates better engagement and higher motivation. So, start getting to know your direct reports on a personal level. 

Find out what they’re doing outside work hours. Learn more about their families. Having a meaningful relationship between you and your people is the first step to better employee engagement. 

Communicate effectively 

When it comes to employee relationships, communication and engagement go hand-in-hand. Managers who communicate openly and honestly are highly regarded by employees. If there’s anything that employees want the most, it’s transparency. 

Build a positive culture 

Employees thrive in a positive working environment. Building a positive work culture is advantageous for the company because it motivates employees to contribute more. 

Recognise good performance 

Many employees are inspired to work even harder if their managers always recognise their efforts. It’s fairly easy to appreciate great work. For starters, managers can send messages or emails to show their gratitude. 

Some companies go out of their way to create a reward system for high performing employees. Managers should be supportive of those efforts. They should be the ones showing employees how they can get more achievements to reap better rewards.  

Create opportunities for growth and promotion 

Most employees don’t want to remain stagnant. They want to be challenged every day. Some want to get promoted. Others desire a higher paycheck. There are also those who seek learning opportunities. Create programs that would support the personal and professional growth required by your employees.

Provide and request feedback 

Perhaps one of the most common ways to make employees engaged is to provide them with honest feedback about their work. In the same way, employees would like to be heard if they have an issue that only management can solve. Build a workplace that’s focused on a positive feedback system to make employees engaged. 

Promote the company’s values and mission 

One way to motivate employees is to let them see the bigger picture. It’s easy to just assign tasks to people. But if managers go out of their way and explain to each employee the importance of their task, then they get a better sense of how crucial their role in the company is. 

Cultivate social responsibility 

Find ways for employees to contribute to the community through the company. People feel proud knowing that they are doing something to make the world better. Let employees participate in social outreach activities and other worthy causes supported by the company. 

As you can see, employee engagement has a lot of facets. These tips will provide managers with some ideas on how to keep employees engaged to boost their team’s performance and generate momentous results for the organisation.

Employee Performance Management

When employees perform at a high level, the company wins. Managers should aim to ensure that every employee is performing at their full potential at all times. To do that, regular and continuous dialogue and a strong feedback process is necessary. 

Performance management entails creating a work environment where employees are duly supported to deliver results. As such, managers are required to provide ongoing training, coaching, education and feedback. The goal is to produce highly trained employees who are well-equipped and confident in doing their tasks. 

Many people think that performance management and performance reviews are the same, but they’re not. Performance reviews are a process where employees are evaluated to see how they performed in the previous month, quarter or year in relation to the goals of the company. 

Performance management, on the other hand, is focused on motivating employees to perform at their best each and every day. Its process begins with letting employees know their task, which is followed by goal setting and performance evaluation. 

Along the way, managers should address the areas for improvement and provide the necessary support. They also have to determine the aspects of the job where the employee performs best. Managers will assess how the employee’s performance can be improved or utilised for the benefit of the company. 

Performance management works for organisations because aside from defining and identifying expectations, goals are set in line with the key objectives of the company. Managers will clearly see the problems affecting employee performance in the workplace and address it accordingly. 

Goal Setting

Goal setting is one of the key elements of performance management. Managers determine the goals for every employee and how they can be achieved. They track and review the results routinely with the employee and together, they devise the steps needed to reach those goals. 

Performance management can be adapted to follow a daily approach whereas performance reviews are usually completed over a certain period of time. Additionally, performance management is structured around giving real-time feedback to employees. It doesn’t rely on year-end reports. 

With performance management, employees have greater autonomy. Confusion and misunderstanding in the workplace are also lessened. It virtually eliminates micro-managing because employees are clear about their goals and what needs to be done to accomplish that. 

But for performance management to be effective, regular communication is necessary. It involves setting up SMART goals and communicating the results as frequently as possible through a regular, well-delivered feedback process.

SMART goals are specific, measurable, achievable, relevant, and time-bound. The evaluation of an employee’s performance is usually done after a milestone or the task’s deadline. When done right, employee performance leads to the quicker achievement of the company’s objectives.

Managing Employee Performance Effectively

Managers have to follow concrete steps when managing employee performance. Ideally, performance appraisals have to be done a daily basis to maximise productivity. Managers have to find a way to motivate their employees to perform at their fullest on an ongoing basis. Here are some tips on how that can be achieved. 

Set goals and expectations 

Managers have to be clear when it comes to what the company expects from each employee. A dialogue about this should be held right from the start. Meet with the team before starting with a project so that they know what objectives have to be met. Show them the bigger picture for transparency. 

Allocate time for training and coaching 

Managers must serve as the employee’s mentor. Performance coaching doesn’t just improve the employee’s skills, but also the professional relationship between managers and direct reports. Invest time and resources on coaching and training to support the employee’s growth and professional development.

Provide encouragement

The simplest encouragement can keep an employee’s morale high. If an employee does something that is worth recognising, managers should be the first to acknowledge it. 

Empower employees 

Employees need tools, processes and systems to do their job well. Invest in the resources that employees need. By doing so, they will be able to perform better without the need for intensive supervision. 

Open your door to feedback 

In an open feedback culture, employees are free to share their views. Be willing to hear out an employee’s suggestion, including criticisms on your work as a manager. 

Constantly evaluate employee performance 

Managers have to evaluate every employee’s performance as often as needed. This way, employees know where they stand and how far they are to their goal. Provide suggestions on how they can get there faster. 

Ease work pressure and improve the happiness level in the workplace

If the workplace feels more like a warzone, employees will soon get stressed out. Employees won’t perform well this way. Happy employees, on the other hand, are always ready to take on new challenges. 

When managing employee performance, the common metrics used are efficiency, work quality, teamwork and company value adherence. Use metrics that are observable, objective and behavioural so employees can better understand and act on their performance appraisal. 

Managing employee performance right leads to company growth, efficient processes and a more profitable business. It is vital to the success of the organisation. Managers and employees should work seamlessly together towards a common goal to create unprecedented results for the company.

Employee Growth & Development 

The search for exceptional talent continues to become more competitive. This is why companies have to find new ways to keep their employees happy. Investing in their growth and development is a good way to do that. 

Most of the time, it is better to train existing employees to fill the new roles of the organisation instead of recruiting new people. Since existing employees already know the company’s culture and its vision and mission, there’s usually a shorter adjustment period required. But more importantly, internal hiring satisfies an employee’s need for new challenges. 

Ensuring that employees reach their full potential is every manager’s responsibility. While it seems expensive to invest in employee growth and development on an on-going basis, it’s even costlier to hire new employees, train them and get them on board. There’s also a longer learning curve expected for new hires. 

As such, companies must have a program in place to train high-performing employees to eventually become effective team leaders. Nobody develops into a great leader overnight. The training should be continuous and the learning process never-ending.

But while most employees want to be the next managers, not everyone has the qualities and skills to assume that job immediately. Some need to develop manager-level skills and leadership qualities first. They have to become more accountable and assertive. They should also learn how to effectively motivate their direct reports. 

Companies benefit when employees grow. Training programs for employee growth and development allow employees to see the possibility of rising up in the ranks. Realising that there’s a potential for growth in the company, they are motivated to perform from their first day on the job. 

Coaching Employees

Coaching is one of the most effective methods to develop an employee. Through coaching, an employee learns not just managerial skills but also the best practices required to perform better in his or her new role. Coaching should be provided alongside training for the best possible results.

As a manager, it is your responsibility to determine which of your direct reports has the potential to assume new roles in the organisation. Give every employee an equal chance to grow and develop. Let them take responsibility for their performance so it’s easier to see who among them constantly meets and exceeds expectations. 

Managers should empower employees in order to build their confidence and increase their capacity. They should also be allowed to participate in the decision-making process, especially on policies that directly affect their performance. 

Training Employees

Train employees to make smart decisions. Such a skill will serve them well once they become leaders themselves. When every employee starts to think like leaders, the company will begin to achieve its goals much faster. 

To ensure the growth and development of every employee, managers must create an individual development plan for each team member. Every career goal discussion should be aligned with how the employee sees his or her future in the company. 

But before growth and development can happen, the metrics for employee performance must first be set. Employees must be presented with realistic goals and a concrete plan on how to achieve them. 

Through regular performance appraisals, managers will know which employee excels in his or her current role and when it is time to raise the bar. High-performing employees will naturally seek more opportunities for growth and development. 

Managers are responsible for developing new leaders who can fuel momentous growth for the company. It is up to them to design a system that supports a systematic approach to learning. They should be the first to remove any barriers that could deter employee improvement and help guide them in every step of the way. 

Employee Management System 

Employees are regarded as the company’s most important assets. Managers are tasked to handle all issues that affect their direct reports and therefore take on a huge responsibility. Here is where using employee management systems can help.

Generally, these systems are designed to help managers to track, measure, analyse and manage the affairs of all their direct reports. Some systems can also record time and attendance, schedule work hours, assign projects, track performance and administer payroll. 

It’s safe to say that these systems are an upgrade to the manual timesheets used by companies in years gone by. It’s a comprehensive tracking system that also includes employee information, contract details, and compensation and benefits, among others 

Advanced employee management systems do more than just collect time and attendance data. They have added features that make the jobs of managers a lot easier, such as labour cost planning, employee scheduling, feedback collection, task assignment and project management. Investing in these systems allows managers to do their job exceptionally well. 

Perhaps one of the main benefits of these systems is improving workforce efficiency. With it, managers can easily delegate tasks, raise workplace issues, contact the right department, follow up when needed and achieve the desired results. 

These systems reduce the time spent on repetitive tasks and deliver a faster resolution to internal issues. When managers streamline the tasks within the organisation, fewer frustrations and misunderstanding occurs. Employees get tasks completed faster and they achieve it much quicker. 

Routing concerns to the right department can be done in just a few clicks of the button. The company, managers and employees benefit from using the system as it minimises the need to send countless emails to get an issue resolved. It adds more value to the organisation and plays an important role in its growth. 

Employee Management Software 

There’s an almost endless list of employee management, collaboration and workplace tools available today. For people introducing new tools to a company, they need to ensure it’s adding real value and can seamlessly slot into existing workflows.

Start by evaluating what the company really needs or what is missing. Determine which management problems require immediate solutions and experiment with tools that will help resolve these problems. 

Big companies likely already have an HR department in place, and they’re the ones handling employee affairs such as time management and payroll, among other things.  

However, people managers require an entirely different suite of tools. They need things that can help them solve problems and collect feedback from employees and other key members of the organisation. 

The pain point of most managers is poor communication and an ineffective feedback process. Many are looking for a system that would shorten feedback loops to reduce the number of emails sent to people inside the organisation to resolve a particular issue. 

If the goal is to resolve an issue faster, then managers need a system that could bring the right people into the loop. Such a system will allow teams to raise issues early, act on them quickly, keep everyone informed about the progress and resolve the problem fast. 

Adding team members to the loop is also a good feature, as it promotes employee engagement and transparency. It allows employees to focus better on their work knowing that they can raise issues with their managers doing their best to address them. 

The entire company benefits when managers resolve internal issues quickly. Involving the right people in the problem-solving process prevents small issues from growing bigger and getting out of hand. Clearing blockages to communication is the key to problem resolution.

Employee Engagement Tools 

Managers have a huge array of tools they can choose from to help do their job well. These tools can be extremely useful in helping managers lead the company and making it the industry leader it seeks to become.

There are numerous tools managers can access to help them do their jobs and set them and their team up for success. Companies must support managers in obtaining such tools to get ahead of their competitors. Good examples of employee management tools include the following:

Training Tools 

Managers must train employees continuously so they get better at their jobs and grow with the company. The goal is for the entire team to consistently deliver exceptional performance.

Every employee requires different types and levels of training. Managers should be on top of every employee’s training requirements. Specific training and tracking tools will make it easier for them to know who needs training in which areas. 

Pathgater is a good training tool that supports enterprise learning. It offers personalised training that empowers employees. It unifies training resources and collects training data to streamline training across the organisation.  

TalentLMS is a good choice for remote teams. This tool promotes active learning in the workplace with the creation of training courses made more simple. It automates employee training by grading tests and assignments to save training time and reduce training costs. 

Performance Tools 

Performance monitoring is another key factor in employee management. Managers have to know who the top performers are so they can be acknowledged accordingly.  

Managers should easily track an employee’s measurable performance for future goal setting. It should accurately evaluate the employee’s performance for managers to see an employee’s strengths and weaknesses. 

ReviewSnap simplifies performance management with its powerful performance review, 360-degree feedback, performance notes, goal setting and reporting features. It also provides for real-time performance management and online employee evaluations

Engagely also offers real-time performance management but makes it simpler and more engaging. Aside from all the usual features of a performance management software listed above, it also adds ongoing check-ins, performance recognition and social learning. 

Scheduling Tools 

Managers usually have their hands full planning their calendars and that of their direct reports. With a good scheduling tool in place, it’s easier to run an effective business. 

Calendly helps schedule meetings without the need for back-and-forth emails. Linking the calendar to emails or embedding it on the website is what Calendly does best. Setup is easy. Clients can simply pick an available date on the calendar.

Doodle works almost the same way, only faster. The app makes it easier to open a time block, setup 1:1 meetings and even invite people to group chats. The software also offers basic calendar integration. 

Engagement Tools 

Managers should aim to keep a high level of engagement amongst their direct reports. According to a 2016 Gallup research, engaged employees have lower turnover, 17% more productive, 10% higher customer ratings and 21% greater profitability than their peers. 

With these tools in place, managers and employees can work better together. Employee management tools empower both parties and allow them to succeed in their respective roles, thus pushing the company forward. 

15Five is a popular system that focuses on communication, alignment, and recognition to engage employees. It provides a simple feedback process integrated into existing software. 

Reward Gateway is a tool that helps empower businesses and people through surveys, communications and strategic recognition. The software helps in creating a culture of recognition while improving the morale of employees by celebrating their contributions.

Management Books 

People should never stop learning, especially managers. Managers have varying skills and capacities in leading their teams towards success, however, even the most accomplished managers of today could benefit from little nuggets of wisdom shared by some of the greatest minds in the industry.  

Reading employee management books will mostly benefit new and first-time managers to have a better perspective on their role so they won’t feel overwhelmed by the enormous task they have at hand. Below are some of the books that continue to be the most recommended to managers every year:

How to Win Friends and Influence People

How to Win Friends and Influence People by Dale Carnegie teaches how managers can maximise their interactions with other people, particularly their direct reports, to become a successful leader. This book will help boost a manager’s social skills and self-confidence, which are crucial in motivating, inspiring, and leading the team. 

7 Habits of Highly Effective People 

Stephen R. Covey was on point when he listed the seven essential habits of people who are effective in their roles possess. The ideas included in the 7 Habits of Highly Effective People are highly applicable to managers so they can achieve personal and professional success. It teaches that true leadership comes from within and why self-control, a personal vision, and inner well-being are important. 

Management: Tasks, Responsibilities, Practices 

Management: Tasks, Responsibilities, Practices by Peter Drucker defined the true meaning of management to help shape the mindset of new and upcoming managers to prepare them for their new roles. It equips them with the right knowledge and understanding, as well as the tools and techniques necessary to succeed. 

Extreme Ownership

Jocko Willink partnered with Leif Babin to write Extreme Ownership, recounting their experiences as leaders of a special SEAL Team. The authors also shared the leadership principles they learned in the Navy and how companies can apply them to create high-performing teams. 

Drive 

Daniel Pink clearly explains motivates and drives employees in this book about employee performance and management. Drive stresses the importance of a positive work culture in increasing happiness level at work.  

Trillion Dollar Coach: The Leadership Playbook of Silicon Valley’s Bill Campbell

Alan Eagle, Jonathan Rosenberg and Eric Schmidt team up to discuss the management principles of legendary business coach Bill Campbell. Trillion Dollar Coach shows how Campbell successfully managed multi-billion corporations such as Apple, Google and Intuit, sharing insights on the strategies that every manager can emulate.

Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity

Radical Candor, written by Kim Scott, discusses how to build a cohesive team and create a culture of feedback in the workplace. It empowers leaders to love the work that they do and be the ideal leaders for their direct reports.  

Managers can read a lot of other books to transform them into the great leaders that they wanted to be. With the new insights that these books offer, the challenging job of leading people towards success is a lot simpler to accomplish.

Employee Working Styles

Your working style is simply the way you work. Determining the working style of an employee has become very necessary these days because the workplace has changed greatly. Slowly, offices are veering away from the use of cubicles and the strict 9-to-5 workday is rarely being followed. 

The idea is to have employees with varied working styles collaborating together. Having a good mix of different working styles in the workplace proves to be more beneficial than having people working in the same way. It promotes a better exchange of ideas and more creative approaches to completing tasks or solving a problem. 

If everyone in the workplace is too linear and analytical in their thinking, then those big, bold and fresh ideas may not come around. But then, if all the employees are too innovative and intuitive, then it might be difficult to settle with just one solution to the problem with all the free-flowing ideas coming around. 

Managers should strive for diversity in the workplace, and they must determine the working style of each member of the team. Constant observation, regular performance reviews and two-way feedback leads to diversity at work. 

It’s also possible for one employee to adapt several working styles. Managers should aptly assess what working styles every employee has to know what management strategy is most appropriate for them. An employee’s working style will give managers a good idea of how to best approach them given any situation. 

Knowing an employee’s working style also allows managers to assign them to the right job. Managers should know what makes an employee tick. Assigning them a task that fits their working style and giving them the needed resources is likely to produce great results. 

Types of Working Styles 

Essentially, there’s no wrong or right way to how people work for as long as they get things done. Employees should be free to adopt a method that works best for them. As managers understand more clearly the working style of every employee, they will find it easier to motivate, support and lead them towards success. 

Since employees may have different working styles, categorising them is the first step to building a high-performance team. It also makes hiring new employees easier since managers know exactly what type of people are lacking in their team. Some of the most common working styles are the following:

Independent 

These are the employees that prefer working on their own and on their own terms. They perform best when they’re away from the crowd. In the same way, they may not do well when placed under intensive supervision. They also tend not to like a big team setup. 

These are the employees that also tend to be creative and entrepreneurial. They are the team’s problem solvers and visionaries. These disciplined employees are productive and efficient at work. 

Risk-taker

These employees are the ones that make quick and spontaneous decisions. Managers may consult with them if there’s a project that needs to be done fast. With their seemingly unrelenting energy, they can spark the imagination of other team members. 

Team player

This working style corresponds to employees that function well in a group setup. They are cooperative and are willing to share responsibility. They are also the ones that tend to give and receive feedback willingly. 

Detail-oriented 

This type of working style corresponds to workers who value order and stability. They make carefully thought-out plans because they do not want to take any risk and make mistakes. They tend to work slower, but they deliver quality work.

Proximity 

Proximity workers stand between the independent and group workers. They can work independently but they also need to connect with other coworkers for support or feedback or to simply have social interaction. 

Driver 

The drivers are the employees that have their eyes on the prize. These goal-oriented employees will gladly air out their views on how to solve the problem at hand. They also serve as the motivators of the team. 

Supportive 

Supportive team members are the ones that bask in the success of the team and its individual members. They are expressive and emphatic. They tend to form deep connections with the rest of the group. 

These are the known working styles of employees. Managers should delve more into these styles to improve motivation and collaboration among team members. This only shows that there isn’t just one approach to handling employees. With a better understanding of each of these working styles, it becomes easier for managers to meet employees where they’re at. 

Employee Management Tips

Since there’s a diversity of work styles in an organisation, managers need knowledge and skills to steer employees towards success. Allowing employees to be the best that they can be is the mark of being a great leader. 

Managers must serve as the visionary of the team. As such, they should clear with all the team goals and objectives so that each member becomes confident enough to work on their own. Even so, managers should do regular check-ins in order to ensure that all team members are aligned with the company’s goals. 

In cases when members of the team have varied opinions on a subject, managers may give weight to the choice of the majority. However, asking for feedback, views and suggestions of each team member before making a decision is a crucial step. 

Furthermore, managers should always find ways to facilitate transformational change among each employee. They have to act like innovators who are always pushing for growth. Managers should do performance appraisals on a consistent basis to encourage employees not just to improve but also to get out of their comfort zones. 

Managers are also coaches. As such, they must teach all that they possibly can to bolster an employee’s growth and development. However, employees may fail at times. For such instances, showing them where they went wrong and teaching them how to avoid committing those mistakes again will help them greatly in improving their performance in the future. 

The path to becoming a great manager may be long and tedious. After all, managing people is one of the toughest and most important jobs in the company. But with these tips in mind, you might just become the manager that your direct reports respect and admire. 

Employee Management Skills 

Managers need to possess the right skills, strategy and resources in order to succeed. They have to motivate their direct reports to perform. Managers need to cultivate the right culture in the workplace. Part of their job is to keep employees engaged, happy and loyal to the company. And that’s just the tip of the iceberg. 

Those seemingly insurmountable tasks are the reasons why first-time managers can feel overwhelmed. But with the right skills and the correct mindset, things will start to fall in place and they’ll become more comfortable with their new role. Here are some skills that every manager should continue to develop:

Communication skills 

Communicating in an intelligent yet clear way generates respect from your direct reports. In today’s workplace, barking orders is no longer the norm. Managers should know the proper way to communicate with each employee, considering their diverse personalities and individual work styles. 

Some employees require a firm tone while others respond better to a more congenial attitude. Managers will see better results if they adjust to their employees instead of forcing them to adjust to you. 

Managerial skills  

Managers should be the epitome of responsibility. They have to be the role model for every employee. A manager must also perform all of his or her tasks well and do it on time. In case they commit a mistake, they should own up to it. Passing the blame to someone else only leads to lost credibility. 

Interpersonal skills  

Patience and a clear mind play a huge role in stressful situations. Losing your cool in front of your direct report shows weakness rather than authority. In the same way, managers must know how to deal with employees who are acting out of anger or frustration. They have to take control of the situation instead of letting it go out of hand. 

Leadership Skills 

Be the greatest leader that you can be by investing in your employees. Always remember that a highly motivated team can do great things. To be a good leader, you must give what your employees need to succeed. You should also be optimistic, decisive and confident. Give praise when it is due and lead by example. 

Problem Solving Skills 

Managers should be good at solving problems. Employees look up to them to provide solutions to their dilemmas and conflicts. But aside from solving the problems in the workplace, they should also find solutions to on-going issues in the company.

Time Management 

Good managers can complete tasks in a short period of time. Given that they have a lot of things to do and not all the time in the world to finish them all, time management becomes a crucial skill that every leader has to master. 

Time management is all about working smarter instead of harder. The idea is to finish the most important tasks that you can today. Using the Eisenhower Matrix, managers can categorise their tasks as urgent and important, and prioritise them accordingly.

Managers can then sort out the less urgent or unimportant tasks and delegate them to others or not do them at all.

One of the things that managers can do is delegate some of their smaller tasks to employees. While it seems like giving them an added workload, some employees like the idea of receiving more responsibilities in the organisation.

Others even thrive when provided new challenges. Choose the right person to do the job so you can focus more on the things that really matter. 

Time Management Techniques

Multitasking is also a time-saving technique that every manager should master. It’s true that not all tasks can be performed at the same time. Even so, managers should group together the ones that may be performed simultaneously yet effectively.

For example, you can listen to a recorded conference call while creating your schedule the next day or signing papers that you have already reviewed the day before. 

Some managers have tried the Pomodoro technique and it worked well for them. In this technique, managers break out their day into 25-minute intervals and finish a task within that time frame. Having a deadline to finish the task gets the brain working and keeps you focused. 

It also helps to start the day with the most difficult tasks, while you still have full energy. In case the start of the shift isn’t your most productive hours, feel free to move things around. Put a lot of thought when creating a schedule and always craft out tomorrow’s schedule today. 

Lastly, keep distractions away from your place of work. Mobile phones and the internet can distract attention. Unless you’re waiting for somebody to call, put your mobile phone on silent mode.

Install some software that can limit the website that you can visit during working hours. When it comes to effective time management, discipline and ownership are the keys.

Conclusion

With superior employee management knowledge and skills, managers can run a team and their company smoothly and optimise its potential for profit and growth. Management should sharpen their skills continuously to build a high-performing team of employees who develop and thrive within the company

Managers must develop their skills and use tools, systems and techniques to help in organising, developing, motivating, and communicating with employees. New and first-time managers armed with the right knowledge can get past the common mistakes and be well on their way towards success.