Tag: Managing Down

10 ‘Practical Lessons For New Managers’

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by MART PRODUCTION on Pexels.com

‘To be a great boss, you have to set clear, well-defined, and explicit expectations for your team members.’

‘Set clear expectations for your people. And when you think your expectations are clear enough, go back and make them even clearer.’

‘To be a great manager, not only do you have to be great at giving effective feedback, but also you have to be great at receiving effective feedback from your team.’

‘To be a great manager, make sure your team feels comfortable speaking up and speaking out.’

‘You cannot create a one-size-fits-all development plan for all individuals on your team.’

‘To be a great manager, don’t be afraid to use performance improvement plans to clearly articulate how team members can get better.‘

‘To motivate your team, understand what uniquely drives each of your employees.’

‘A great team needs a strong foundation built early in the team’s life.’

‘To be a great manager, help your team members develop goals that motivate and understand when goals just don’t matter.’

‘Build into your management practice questions that ask how your team members are truly feeling. And be truly interested in a response often than ‘fine.’

‘The first rule of good communicating is simply to make sure you are actually communicating. And the second rule is to overcommunicate. Repeat the point you want to get across. Then repeat it again. And repeat it one more time.’

‘Hiring the right people makes life wonderful- full of rainbows and butterflies and unicorns. Hiring the wrong people makes life a nightmare.’

Source

Rachel Pacheco (2021). Bringing Up the Boss: Practical Lessons for New Managers

The Importance Of Social Recognition

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by RDNE Stock project on Pexels.com

‘Giving recognition and thanks for a job well done promotes happiness in both the recipient and the giver.’

‘Social recognition serves as a healthy-living routine for company culture. It promotes only desired behaviors and discourages superfluous or unhealthy behaviors.’

‘Recognition by peers is one sign that the company’s culture has spread from the elite to the majority.’

‘When peers recognize each others’ contributions, they build trust. Silo walls fall, and information flows more freely.’

‘In a knowledge economy, almost all work is collaborative, that is, social.’

‘The most valuable actions should be recognized, recorded, and retrievable.’

‘Social recognition cultivates a culture of recogniton among employees, management, and executive leadership.’

‘A clear global strategy requires a clear outcome.’

‘Reputation management is no longer a simple matter of ‘managing up’ or becoming the boss’s favorite, but about cultivating a continuous positive conversation with the community.’

‘A global strategy creates a single recognition brand and vocabulary.’

‘Strategic recognition aligns company culture with geographic, national, and even demographic cultures. The company’s most important values are understood by everyone…’

‘Recognition is, like engagement, energy, and creativity, measurable but is about more than a single metric.’

Source:

Eric Mosley (2013). The Crowd Sourced Performance Review: How to Use the Power of Social Recognition to Transform Employee Performance