4 PRACTICAL MANAGEMENT TIPS FOR ENGAGED EMPLOYEES

Managing a team is a big responsibility and sometimes that responsibility can feel overwhelming because you’re worried about your team’s:

• Targets

• Wellbeing

• Career progression

• Engagement

• Retention

And not to mention the hardest part of it all – time management. You have your own work that needs to get done and managing a team can feel like a big, vague job rather than something practical that you can improve on daily.

And of course, you’ll have your bigger plans but the key to successful management is starting today. It’s about being present today, showing you value your employees today, and investing in their careers today.

But how? Keep reading for 4 practical management tips that you can implement today.

SET CLEAR GOALS AND EXPECTATIONS

Did you know that nearly 50% of American employees don’t know what’s expected of them at work? (Gallup) And can you be 100% certain that 100% of your employees know what’s expected of them?

The easiest way to give stability to your employees is by giving them clarity. Ensure they know exactly what their job responsibilities are and your expectations of them. One way of doing this is by setting clear goals because not only are you confident that they’re working towards something, but it boosts job satisfaction for them if they know they’re working towards something.

One of the most simple and proven ways to set goals is by following the SMART framework:

• Specific: Set clearly defined objections

• Measurable: Use clear metrics and numbers

• Achievable: Make the goal challenging, but realistic

• Relevant: Set the goal with the individual in mind

• Time-bound: Give a deadline to create a sense of focus

GIVE CLEAR PROGRESSION PLANS

With goals, comes achieving goals, and with achieving goals comes progression… well it should because employees who feel they are progressing are 20% more likely to stay with their company (Zavvy).

But the harsh reality is that so many employers promise progression, but so many of them don’t follow through with it. But you may be thinking, “Progression is something that will come in time for each employee, so how do you make it practical?”. Well, this is the mistake so many employers make – not involving their employees in the process of progression. You have your ideas on when an employee is ready to progress, but meanwhile, your employee is completely clueless.

It’s only right to involve employees in their own progression, and the best way to do this is to provide clear progression plans filled with:

• Responsibilities

• Targets

• Time frames

• Rough salary bandings

Which will give employees something to refer back to.

CONDUCT REGULAR 1-1 MEETINGS

One of the most effective ways to practically manage is by committing to 1-1 meetings with your employees.

It’s the time when you can see what’s going on in their world:

• What they’re working on

• What they’re finding challenging

• How they are in general

And most importantly – how you can be there to support them.

Many managers make the excuse of how they’re always in the office or a phone call away so employees should just come to them if they need anything – but being a manager is about you being intentional. If you don’t open up that conversation and create a conversation for your employees to speak, they simply won’t.

And 1-1s aren’t just for the benefit of employees, they’re for the benefit of you. How will you know how the team is doing if you don’t ask them? How will you know what you need to change about your management if you’re not talking to the people you manage? 1-1s create a space for both employee and employer to be honest, share feedback and genuinely grow in trust. It’s a win-win.

REWARD AND RECOGNISE EMPLOYEES

First things first – reverse psychology is outdated and damaging.

Creating a dictatorship of an office where everything and everyone is moody, stressed and desperate for your approval is an office with high turnover. “But I see results” – if your employees are working hard it’s because they’re stressed and scared, not because they’re inspired and happy. If you switch this to creating an environment where employees are respected, recognised and rewarded for their efforts – people will stay longer, be happier, and produce far better work.

Don’t believe me? One study found that employees who are recognised at least once per month are 50% more engaged (Applauz).

The reality is that employees thrive on recognition and acknowledgement and can quickly feel invisible without it. This doesn’t mean constant celebrations, promotions and vouchers to show appreciation, it starts with implementing day-to-day acknowledgement that goes beyond the big, formal applause.

- Written by Oliver Howson

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