The Ultimate Guide to Management

Whether you’re selling online products or a packaged service, efficient businesses have one thing in common: great managers.

Overseeing a specific project, area of the business or company in general, they’re critical to making sure things get delivered on time, every time.

That's because managers have complete control of resources — including people, technology, and budgets.

但是，您如何才能成为一名优秀的经理，并充分利用您的资源？bob体育苹果系统下载安装

Continue reading to find out, or click to jump to a specific section.

What Do Managers Do?

Whether you’re hoping tobecome a manageror intrigued about what one does, managers are typically responsible for a variety of tasks. We cover the main ones below.

Set Goals

No matter the industry you’re working in, goals are essential for success. After all, it’s how managers ensure their teams are meeting targets.

经理为其团队设定了较小的目标，这会影响公司范围的目标。bob全站app例如，如果公司范围的目标是“同比增加bob全站app25％”，则销售经理可以为每个团队成员中的每个团队成员设定目标，以每周提供20个软件演示。bob电竞官方下载

In short: managers set smaller, more achievable goals to help their team to meet bigger targets — and communicate this to all members of staff.

计划和组织

Similar to goals, solid plans are the foundation of any successful project. You can’t meet goals if you don’t have a plan to achieve them, right?

That’s also the job of a manager: to plan and organize how they’ll meet their goals — and delegate tasks to people who can make it happen.

Direct All Staff

Once a manager delegates tasks, they then give direction to all their team members.

People look up to their managers — acting as apositive role model in the workplace，经理提供支持并指导员工，因此他们实现了目标和目标。

Monitor and Evaluate

If something in a project’s workflow is taking longer than expected or isn’t on-course to meet the deadline, managers will spot it.

That's because managers continuously monitor and evaluate their workflows.

They ask staff for feedback and immerse themselves in the project. They also analyze what worked and didn't work, noting this for next time they're managing a similar project.

Build a High-Performance Team

Although there are several management styles, all of them have one thing in common: they build a solid team of high performers who get work done — on time, every time.

Managers do this by:

• Encouraging communication.
• Giving praise.
• Delegating tasks according to staff skills.
• Coaching all members of their team.
• Giving feedback.
• Solving collaboration problems.
• 定义角色，职责和时间表。

Hire New Staff

Since managers oversee projects, they need to have some input in the hiring process.

这有助于经理雇佣技能their current team might be missing. Having the ability to pick new talent falls under resource management.

For that reason, managers are always recruiting and looking to hire top talent.

However, managers also have the unhappy responsibility offiring a staff member who's not pulling their weight。

Common Leadership Styles

When you're managing people and delegating tasks, managers often follow specific leadership styles. This helps staff know where they stand with their superiors and sets a precedent of the standard of work expected.

There are six main types of managers, including:

Directive and Commanding Managers

当您想到“经理”一词时，如果您认为他们的要求，威胁和经常傲慢，就不会孤单。

This approach is called a "directive" leadership style — stereotypical managers, ormicromanagers, who follow the "do as I say, not as I do" approach to managing resources.

Directive managers rarely do the work. Instead, they give demands for other people to do it — sometimes in a threatening manner.

This leadership style can work well in urgent situations and allows managers to understand where work stands.

但是，工作人员可能很难与这种经理建立联系。这种管理风格不仅可以使他们警惕提出问题和反馈，而且指令经理可能会努力激励他们的团队并创造高性能的劳动力。

有说服力的经理

Similar to directive leadership styles, persuasive managers give demands and rarely ask for employee feedback.

However, managers try to persuade their employees to do things, rather than just telling them straight.

For example, a persuasive manager might say "if we get this done, I'll treat you to lunch."

Although this leadership style can help motivate employees, communication is still limited. Staff members don't have the opportunity to voice their feedback, which could lead to poor quality work.

Consultive Managers

Consultive managers always ask for employee feedback and view their role as more of a team leader than a high-level manager.

Often havingopen door policies, this management style makes people feel like their more involved. This is useful if you're managing a large team.

However, consultive managers might struggle to get work done. Since they’re always waiting for feedback from other people, they need to push harder to make progress.

从属经理

Focusing on teamwork and building relationships, affiliative leaders use personal connections to get work done faster and more effectively.

They're likely to plan team-building days and find unique ways to encourage staff to work well together.

While this leadership style can help staff to be more accountable for their work, affiliative managers oftenstruggle with conflict。任何冲突都可能影响整个项目，并影响员工的重点。

Pacesetting Managers

This type of manager doesn't let their team do all of the work — they get involved and do some themselves.

Setting a good example and expecting staff to follow it, pacesetting managers provide their team members with a positive role model. And their high energy and constant drive to do more can be a massive motivation for their staff.

On the other hand, pacesetting managers could have the opposite effect on people who take longer to digest information. What takes an experienced manager two minutes could take someone else 15, meaning they could feel discouraged if they're not up to the same speed.

Laissez-Faire Managers

Typically, these leaders take on more of a coaching role than a manager.

That’s because laissez-faire managers aim to make staff happy, and focus more oncompany culture而不是结束紧迫的截止日期。

Laissez-faire managers often see less employee turnover because they're always striving to keep staff happy.

However, with minimal pressure on staff to get work done, it could lead to low performance.

It’s possible to be a leader without managing staff directly, but managers should have leadership qualities if they want to maximize their team’s performance.

Qualities of great managers和leaders include:

• Honesty
• Empathy
• Creativity and versatility
• Focus and discipline
• Self-awareness
• Motivation
• Accountability
• Confidence
• Responsibility to build and manage relationships

领导力就是建立愿景，以身作则，并激励您的团队跟随您...不工作for你。

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How to Set Goals to Focus Your Team

Great managers know how to make the most out of their team. For managers to succeed, they need to set goals and make sure their staff is focused. This can be done by:

使用项目管理工具

当一个项目在长时间内活跃时，工作人员可能不确定他们在此过程中的位置，忘记截止日期，或者需要其他人在开始下一个任务之前做某事。

A central tool or software to store this data can prevent this, and keep all members of the team up-to-speed with the whole project.

Delegating Tasks Wisely

根据员工的技能帮助t分配任务hem to focus and meet targets.

So, if you know someone is great with numbers, give them a math-based task rather than awritingassignment.

Not only does delegating tasks help to motivate employees, it also helps save time. They already know what they’re doing!

简化和精简

If you have three smaller but similar tasks, you could boost employee performance by giving them to one person — rather than three individuals.

This helps people feel more in control of that specific project, which means they are usually quicker to meet deadlines.

Giving Staff Something to Aim For

When you're aiming to focus your team and reach goals, think about what's in it for them — other than their bi-weekly paycheck.

Give your staff something to aim for: Percentages of overall profit from the project they're working on, team days out, or公司的股份bob全站appcould be the extra push they need to complete their tasks on time.

Setting Check-in Meetings

If the project you’re working on is long or ongoing, your team’s output might start to dwindle.

This isn't uncommon and can happen due to boredom, confusion, or being unsure of what they need to do next.

You can prevent this from impacting your deadlines by setting regular check-in meetings. Weekly or bi-weekly discussions can help get everyone back on track and give staff the opportunity to voice concerns that are restricting their output.

How Can Managers Be More Effective?

1. Set SMART goals that people can realistically achieve.
2. Delegate tasks according to employee skills.
3. Encourage employees to give feedback through asking questions.
4. Listen to your team.
5. Recognize and reward staff achievements.
6. 树立一个好榜样。
7. Customize your leadership style for individuals, projects, and deadlines.
8. Be transparent.
9. Make your working environment fun and positive.

How to Motivate Your Employees

Good leaders and managers know how to get the most out of their team. However, there’s one small thing that makes this possible: motivation.

If employees aren't motivated to work, they’re unlikely to meet deadlines — and achieve goals.

However, if your team is motivated and comes to the office ready to start working, it'll lead to better performance andhigher job satisfaction。

You can experience these benefits and motivate your staff through using these tactics:

Recognize and Reward

Because analyzing is part of a manager’s daily to-do list, they should be able to see how staff are performing.

Recognizing this, and rewarding their good behavior, can be a fantastic boost of motivation for your team. If their hard work is paying off, they’ll be sure to continue performing at a high level.

That’s why achievement and recognition have been found tolead to higher job satisfaction。

Be sure to reward members of your staff that are working outside of the box or helping other employees meet their targets.

Suitable rewards could be leading a project, gift vouchers to a free lunch, or a day off. Showing that you take notice of hard work, and appreciate it, is a surefire way to motivate staff.

Create a Positive Company Culture

Company culture is dependant on your work environment.

Since managers always want to boost their team’s performance, crafting a positive company culture could be the motivation boost they need to meet their goals.

Managers should make employees feel:

• Recognized.
• Valued for their thoughts and ideas.
• Encouraged to do their best work.

Creating a culture based on openness, communication, and appreciation of one another can help to achieve this.

Explain Impact

管理人员可以通过解释他们的影响来激励员工，而不是遵循指令的领导风格。

One study saw a7% improvement in productivity当一群工人看到他们的行为a positive impact in the factory.

You could use this methodology to motivate staff by explaining:

• How their actions are impacting customers — i.e., "if we get this task done quickly, people in our local community can enjoy a hot meal."
• How their actions are impacting the company — i.e., "if we can complete this project ahead of schedule, we'll be able to charge an extra $5,000 — this could help us upgrade your old desktop computers."

The tactic may sound obvious, but it’s often underused.

Help Your Team Meet Personal Goals

No matter where a member of staff falls in your organization’s hierarchy, they’re likely to have personal career goals.

That could be:

• To move into a different department.
• To earn a certain salary.
• To成为一个大项目的经理。

As a manager, you can motivate staff by understanding their personal goals — and by helping your team members reach them.

This can be done by regularly scheduling meetings and taking time to understand new members. Work together to create a long-term plan, and explain how their performance now affects the likelihood of meeting their personal goal.

Get to Know Everyone

Take some time out of your schedule and get to know everyone you’re managing.

Ask about their family, make friends with your team, and learn what makes them tick.

Remember: one size doesn't fit all when it comes to managing. You might need to adapt your leadership style for different people on your team and push each person at their own pace.

Over To You

Now you've learned what it takes to become a great manager, and you can start building a solid team that helps you to produce fantastic work.

Remember: staff who connect with their managers enjoy their work —减少员工营业额。

If you can build a leadership strategy that makes the workplace fun and boosts staff performance, you’re sure to have a high performing team.