How Should Managers Spend Their Time In The Office?

Here is how managers should spend time keeping all the employees happy.

Communicating with employees and delivering expectations.

Communication is a must-have tool for every leader or manager. Unfortunately, this is where most of the managers lag.

Many managers believe employees get paid for their jobs and should do their work themselves. But they forget that managers are paid to assist and lead the team.

Due to the communication gap, employees face many difficulties.

• Sometimes they can’t give their best because they are unaware of managers’ expectations and objectives.
• Often newcomers lack the skills or coaching to do their job. So they rely on other employees, and it is disturbing for both employees.
• It also causes unnecessary pressure on employees.

The solution is pretty easy.

If a manager spends time delivering the expectations and core values of the organization to the team, it will bring many clarifications and put the teamwork to the next level.

Coaching and training the team.

The next big trouble that managers usually face is untrained employees. It can be technical stuff or anything else that’s hard to understand for some employees.

You should spend time coaching employees for the new things, guiding and motivating the new employees, and making them realize that as all others are doing, you can do it.

Once the fear of unfamiliarity fades, things become clear, and people excel.

There is a long debate about with whom you should spend more time. Which employees should you focus on more? Top performing employees or poor performers?

Many business coaches believe in the 80/20 rule. They say 80% of your business will come from 20% of employees. So it would be best if you always focused on the top performers.

Some believe that you should not waste your 80% of resources.

The best opinion is that you should prioritize top and poor performers with high potential.

If some employees have the potential to be top performers with guidance, they will bring you magical results. The reason is happiness comes with growth. As you invest and value those employees, they will enjoy and be loyal to work.

Follow up the work you assigned to the team.

Once you have communicated well with the team and trained employees, scheduling follow-ups is the next big thing (actually, a huge thing).

Here is where I spend most of my time leading and managing the team.

If you have assigned the work and keep sitting in your office chair, you will never know what’s happening in the organization. You again depend on employees’ instincts, which you should never do.

Spending time cross-checking if things are working fine and they don’t face difficulties will get you excellent results over time.

It will also help you keep your eyes on the high achievers and difficult employees.

Handling difficult employees.

One research concluded that you would not get optimal results if you don’t prioritize managing difficult employees.

Let’s say your bad employees will ruin your good employees too.

It doesn’t take much managers’ time to manage difficult employees, but it’s a hectic job. Due to difficult employees, you can’t focus on the high performers, and thus your high performers feel disappointed.

As difficult employees are part of daily, we have discussed the best ways to tackle bad employees. Managers must read this.

• 13 Bad Employee Traits
• 3 Steps Formula For Managing Disobedient Employees
• Action Plan For Non-Performing Employees

Work on best practices to make employees loyal.

Managers can be game changers for any business if they use their energies. For instance, they can work to their team’s satisfaction, boost employees’ loyalty, and get the best from their teams.

But, as discussed in the article, best practices to make employees loyal, team’s loyalty starts with managers’ loyalty.

That’s what doesn’t often happen in companies.

So managers should learn the best practices and do their best for employee satisfaction.

This will get incredible results in the longer run.

Spare time to reward employees.

Good managers always appreciate their teams.

If you focus on rewarding and appreciating employees in a well-mannered way, you can’t get excellent results.

Human beings need appreciation and encouragement. If you are not feeding your team with appreciation (that doesn’t cost money), you are missing an important tool to boost their energies.

I usually praise the great teamwork individually and in monthly appreciation meetings.

Suppose you appreciate all the employees and offer a gift to one employee without hurting others’ feelings. In that case, it will create a competitive ground for all employees, and employees will work harder to be the next “employee of the month.”

You should only keep in mind that you should not hurt others’ feelings. Let’s say you can say that I noticed that all were doing a great job. It was pretty hard for me to choose employee of the month, but due to this and that reason, this employee deserved to be the employee of the month.

So if you spend time on all these critical areas, you will get optimal results.