How to improve 'profits' small business owners by managing and supervising people?

How to improve ‘profits’ small business owners by managing and supervising people?

The manager’s job is to track, monitor, measure people, processes, performance to make sure the job is done.

How to be a role model for everyone?

Leadership is more than position in your company. A great leader leads by example and is considerate, appreciative and interested in his employees. Be prepared to share your experiences and failures as these are things your workers can relate to and learn from.

So be open to learning new things and inspire your employees to succeed:-

Lead by example

Shows commitment

Appeal to feelings

Communication to all senses

Is knowledgeable

Maintains integrity

Inspired

Empowers others

Builds relationships

Shows confidence

Is enthusiastic

Is compatible

So to improve ‘profits’ small business owners by managing and supervising people,

Develop a habit of daily practice by the most successful supervisors

Take one day at a time, and set achievable goals for each day. If a project is large, break it down into manageable chunks that you can complete on a daily basis. It’s true and effective that completing small tasks effectively will lead to overall success.

Think small – break things
Define a specific, realistic goal
Define a deadline
Identify what will be produced
Track your successes and failures
Tell others your goal and deadline
Define penalty for failure
Do everything you can to avoid distractions

Avoid the things mentioned below that may derail supervisors:-

You have a busy schedule and many priorities, and if you’re not careful, you can get bogged down in the details and forget the bigger picture.

Not having and not understanding your strengths and weaknesses
Failing to set specific goals for the team, itself, and individual employees
Forgetting the company’s mission statement
Don’t Stay in Your Office All the Time Ignoring Relationship Building
Not providing benefits to your company (lack of productivity)

Discover…. what employees need and expect from you?

Vision

Believe

Inspiration

Mercy

Information

Jurisdiction

Integrity

Recognition

Employees want a leader who can share information and who trusts their competencies.

Someone who may be involved in the production of work

Protects the team from being overloaded with external priority tasks

Someone who sees the big picture, but understands the finer details that move the team.

Learn to manage people and other valuable resources

Understand your company’s business strategy

Conduct and analysis of people you currently employ

Find out where you guys have serious problems

Come up with results and solutions for tasks

Implement and evaluate action plans

Delegate to empower employees

By delegating to others, you empower your employees with ownership of the task. Delegation is a powerful tool that can be used to keep your organization and employees working efficiently during any project or crisis.

Decide whether to delegate

Choose Employee Carefully

Give clear instructions and ask for their understanding

Cement commitment

Establish milestones and check-in points

Don’t micromanage or hover employees… but monitor activities by reporting

Follow up and evaluate the result

Give direction (not command)

People will commit to goals if they can gain or benefit from achieving the objective. Learn what motivates your employees and use it to propel them toward your vision and goals. Tell them how your goals can benefit them and the organization.

To gain a commitment:

Ask employees for their opinions and insights

Describe the benefits of following goals

Know your area of expertise well

Return favor

Employee ownership

How do you give responsibility and authority to employees?

First, we have to realize that only three field supervisors can legally manage:

Performance – How does the employee work?
Behavior – How does the employee act at work?
Attendance – Is the employee visible? on time?

To hold someone accountable you must have a written standard for holding them. Supervisors can discuss and delegate responsibility and authority to employees in these 3 areas.

Getting employees on board with change

Explain change in the big picture/gain

Address employees’ fears, potential job losses, role changes, process changes, honestly

Help others through change

Empower the leaders in your team

Monitor change

Make sure the change lasts

Receive the necessary training or facilitators to engage everyone with change

Provide assurance about positive change and impact

Dealing with difficult employees (addressing the issue of bad attitude/behavior)

Deal with Approach and Resistance through Acknowledgment

Try to develop a positive relationship with the person

Recognize the Employee When He Does Something Well

Always use specific, clear and direct language about bad behavior/attitudes — don’t soften the problem

Explain the specifics of behavior

Make sure the response is given on time

Respond objectively and emotionally, avoiding emotionally charged statements

Invite the person to share their concerns

Collaborate on an action plan

Communicate the impact of the employee’s behavior to the effect and how it reflects:

He or she

You

Rest of the team

Organization

Get their commitment to doing the right thing and set a deadline

If they don’t reassign, terminate

(ABP) Keep a list of attendance, behavior, performance issues

When discussing the issue with the employee… end by asking what you suggest to fix the problem

Set the ‘authorization’ tone on the first day, week one, upon the team’s onsite return. Review office decor, policy and procedures and dress code. Repeat over and over!!! Then meet to set team goals, milestones and rewards… Don’t be a prick… Enjoy leading your teams in a rapidly changing digital world.

H Bhagria is a Business and Life Coach. He writes small business blogs to help small business owners earn money.

Best of Luck,