Published January 2003

Ten tips to better management
in the year ahead

1. First lead, then manage. People look to leaders to forge the path to achieve success. Every day, share an insight, a resource, an experience or inspiration that helps someone grow. Also, open your ears and your mind to learn from others, including each member of your team. Remember, managers control resources; when people are part of your responsibility, leadership is paramount.

2. Think like a Yankee. If you manage a team, make the process a team sport. Block situations that companies too often establish that destroy team spirit. Involve team members in establishing mission, vision, goals, discipline and other things that lead to winning.

3. Free yourself. Stop complaining that you can’t make progress because you are bogged down by paperwork, reports or other administrative minutiae. There are people around you who like to do such work and are good at it. Delegate, delegate, delegate.

4. Free your employees. Resolve to reduce or eliminate useless amounts of the above that create barriers for your people. Find out what must be addressed by asking them, then turn to them for ideas on how to break down these production blockades.

5. Check your attitude. Ask yourself, “How do my employees see me?” When at work, do you smile or frown? You can build a positive work environment only by being pleasant. Since you expect employees to treat customers with care and respect, you must do the same with them.

6. Keep people in the loop. Throw out “the rule” that bosses must have an answer for every crisis or emergency. If suddenly asked to cut your budget 10 percent, ask your staff to contribute ideas on how to achieve the goal. Doing so will gain the respect of the employees you supervise.

7. Hold periodic “This Really Works” and “This is Really Dumb” meetings. Having team members communicate sales- and relationship-building techniques builds trust and cohesiveness. Considering “what’s dumb” can lead to eliminating barriers. If you work with customers, consider holding similar meetings with them. Incorporate “what works” into the team’s work as appropriate. Eliminate what’s not working.

8. Create a reputation for yourself. Become known as a “problem resolver,” both with your team members and throughout the organization. Do this by chronicling how you or your team overcome obstacles and achieve goals by contributing articles to the company newsletter, intranet site or by hosting a “brown bag lunch” on the topic.

9. Hire so you never have to fire. As you go through the hiring process, think that you’re building a family. Be a matchmaker, carefully selecting the people who are qualified to do the job, will fit in and enjoy and thrive while doing it.

10. Celebrate your successes. Dozens of workplace studies have come to the same conclusion: Recognition for a job well done is a better motivator of employee performance than money or anything else. Bob Nelson, author of “1001 Ways to Reward Employees” (Workman Books), says to make recognition and rewards timely and for specific behaviors. Match the recognition or rewards to the individual (give them what they want, how they want it) and match the reward to the employee’s achievement.

Eric Zoeckler operates The Scribe, a business writing service with many Snohomish County-based clients. He also writes a weekly column appearing Mondays in The Herald. He can be reached at 206-284-9566 or by e-mail to mrscribe@aol.com.

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