How Should Managers Spend Their Time For Optimal Results?

Managers play a significant role in any team’s success or failure. The Predictive Index survey concluded that 63% of the employees were planning to leave the job due to poor managers.

Poor management doesn’t mean that team members are disrespected or not empowered, but many other factors lead to poor management.

If a manager is not paying attention to all the critical management areas, it’s a management failure. So managers must prioritize and spend time on all the vital management areas.

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

Spend time on communication

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

Many managers believe that 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.
  • 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.

Here is the point for new managers who have recently joined the company.

While communicating with the team, the top thing that significantly impacts the team is how well managers understand the company’s core values.

So the first step for newly joined or promoted managers is to understand the company’s core values and expectations. You can consult with your boss or any other leader to ask and learn the company’s core values, purpose, and culture.

Once you know all this, you can align your targets with the company’s purpose. Purpose gives energy and never lets you get distracted.

Spend time coaching employees

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 that 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 performers along with 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.

Spend the most time on follow-ups

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

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

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

Spend time managing 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 every time, we have discussed the best ways to tackle bad employees. Managers must read this.

Spend time rewarding 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 had been noticing 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.

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