How to effectively manage and supervise people
6/8/2010Billy Lawson and Bob Lewis of the Professional Development Center (PDC) conduct “Managing and Supervising People,” a valuable workshop for new or aspiring managers. In the workshop, participants learn that good managers achieve more through effectively motivating and retaining talented staff. Participants receive instruction on six continuous actions to help them be more effective supervisors. Three of the six are discussed below:
Planning: Effective planning involves setting clear goals for you and your team that align with the goals of your organization. To be able to plan these goals, you must first understand the skill distribution for all employee levels: Non-supervisory, First Line Supervisor, Middle Manager and Executive Manager. At each of these levels, participants are asked to evaluate the required conceptual, human relations and technical skills required to perform successfully. Once you can identify with how each level interacts, then you can meet your managerial goals through careful, effective planning.
Delegating: Effective delegation looks at matching talent to task. As a manager, you will assign tasks to others; however, delegating based on the talents of your staff increases productivity, growth and getting the task completed effectively. True delegation allows the employee to have the authority, responsibility and accountability to complete the task while making critical decisions during the work project. Before delegating the task, it is imperative that the manager share the big picture with the employee so they understand how it aligns with the manager’s expectations along with the organization’s mission and values. Ultimately if effective delegation becomes a norm for the employee, empowerment, growth and greater productivity will result.
Motivating: Managers have struggled with how to motivate employees for years. Many books have been written and tips have been shared on “How to Motivate Your Employees.” Motivation is very individualized and intrinsic to each human being. It is the challenge and opportunity of each manager to understand how each employee is motivated to come to work and get the job done. Participants in “Managing and Supervising People” will look at 6 different motivators and create action plans to take back to work to set up the engaging work environment that employees desire and need.
For example, one motivator is the “Achiever.” Achievers are motivated by plum projects that involve high intensity and have quick deadlines. Most achievers claim that meeting the deadline is motivational by completing the task and checking it off the list gives them the energy to move on to the next project.. Once managers know and understand that each person is driven by a different motivator(s), then the employee will have internal satisfaction and be engaged at work.
Learn more about these actions along with the remaining six actions when you sign up for “Managing and Supervising People,” taking place June 23, 2010 at the Thompson Conference Center.