Being an Effective Manager (Part 1)

HOW BIG OF A TEAM IS TOO BIG?

I first became a manager at my second job. It was a project manager position as I did not have a team under me. At the time, my official title was SEO Manager. It soon came to my attention that I needed a team so I could run projects more efficiently. I brought it up to my manager and was placed in a position of learning from the experience. The goal was to prove to everyone that I was capable of not just managing, but also handling the day-to-day tasks of being a people manager.

COMMON MANAGERIAL MISTAKES

One mistake that may sound trivial but can have major consequences for a manager is the mistake of following your employees on social media. There might not be a handbook for how to handle the social media age but trust me on this one as I have had a bad experience stemming from a previous manager becoming my Facebook friend. It was an unnecessary argument that started from me wanting to rant about work in my private space (or, so I thought), in my private time and unfortunately led to me resigning.

WHAT I HAVE LEARNED

I have had the honor of managing individuals who are older than I am and what this has taught me is that despite generational gaps, working well within a team is possible if clear communication is put ahead of differences.

ESTABLISHING HAPPINESS WITHIN TEAM OR DEPARTMENT

As a manager, it is crucial that your team is content. You may start by providing a safe space for your employees, letting them know that you are willing to take the bullet for them. Ultimately, everything that is done within and by the team is for the team and not the manager. Once your employees understand that, they will always have your back.

DEALING WITH WORK FROM HOME INEFFICIENCY

Always start by trusting that your staff or employees will carry out duties as efficiently as they possibly can. Working from home is not only a challenge for you as a manager but also your staff, because they are in their home environment, where other responsibilities will come into play. Handing out specific goals and listening for feedback will help both parties reach their targets as expected. If an employee is still disorganized and missing deadlines after you have handed them a set timeline, place them in a performance improvement plan for about three months. This will give your employee a fair amount of time to improve their performance. This however should be the last resort.

SHOULD YOU BE A FRIEND TO YOUR EMPLOYEE

There is nothing wrong with being friends with your employee or staff, but there needs to be a boundary between personal and professional matters. As the manager, it is your job to reinforce the line and make sure your employee is comfortable with the relationship. Otherwise, keep it professional because your friendship is not only between the two of you but the entire team is also observing. If it is too tedious to keep a friendly relationship with your employees, remain on a professional level so you can be fair to the rest of the team or department.

ARE YOUR ORGANIZING TOO MANY MEETINGS?

It goes without saying that the higher up you are in an organization, the more meetings are to be expected. Fortunately, technology has allowed a way to work around too many meetings.

EMOTIONAL SAFETY NET

Employees get insecure about their position within the organization from time to time. This is especially so during this pandemic era where many people are suddenly left without a job. It helps to make your company’s financials as publicly transparent as possible. This not only makes your employees feel more comfortable about their future within the organization, but is also deemed attractive to potential freelancers.

HANDLING CONFLICTS

Even if you are prepped with the best managerial handbook in the world, you are still going to face conflicts. Regardless of who it is with, the idea is to minimize the damage. A deep understanding of each involved party’s goals will help greatly in finding middle ground or even a solution.

MICRO MANAGING

Micro managing is not only annoying to employees, it will lead you to being burnt out as a manager. Employees perform better when they know they are trusted to handle their duties and as such, managers must learn to let go. Unless a team member is not performing and missing deadlines, micro managing should be avoided at all costs.

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Freelance Technical SEO Consultant. Previously @Zapier @Monster. Internet ninja. Food lover. Certified introvert. Music advocate. World Traveler.

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Asad Zulfahri

Asad Zulfahri

Freelance Technical SEO Consultant. Previously @Zapier @Monster. Internet ninja. Food lover. Certified introvert. Music advocate. World Traveler.

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