That being said, managing a group of people is no easy task. There are a number of factors that need to be taken into consideration from the moment you hire an individual to the time he or she leaves. When do you intend to promote your employees? What is considered bad and good behavior?
These are questions you'll need to ask yourself once you begin to hire people and develop a staff. Whether you're promoting one of your workers or you think you might need to cut someone loose, there are a few tips you can take into account. Even for the most inexperienced manager, taking care of the needs and desires of a staff does not have to be a daunting task.
Once you hire staff members, it should be your objective as a manager to make sure you're encouraging everyone to work to the best of their ability. In turn, higher productivity will benefit your beading company. However, this responsibility is often easier said than done, especially if you've never held a role as a manager before.
One way to make sure that your employees are always putting forth a valiant effort is to give them a reason to do so. As the owner of the company, it's up to you to be a pep talker--finding ways to motivate your staff on a regular basis is part of the game.
"Managers need to act as coaches and cheerleaders, helping employees maintain focus and remain upbeat even when things are going poorly," Stephen Balzac, president of a organizational development firm, told FOX Business. "Managers must help the employee build confidence, establish routines, and set realistic, difficult goals. They need to remind employees of past successes, not past failures."
An effective way to keep your staff upbeat and hard working on a regular basis is to make sure that you have a positive working environment. Encourage people to bring in photos of their loved ones to remind them of their inner motivations for working with the company. When the business sees a boom in profit, share this success with your colleagues and get them involved.
In the end, you may find that some employees simply have a stronger work ethic than others. When this happens to be the case, you might want to consider rewarding them for their efforts--and similarly, they may be expecting some type of recognition in the form of compensation.
However, promoting a staff member comes with a series of consequences. For instance, doing so means that you're going to have to come up with more money for the individual's salary. Microsoft Business recommends considering the consequences ahead of time--is there any wrong reason to promote the individual? Any hesitation on your part should raise a red flag.
Once you weigh the pros and cons, Businessweek.com suggests considering the various promotion options. Recognizing someone for his or her hard work doesn't necessarily mean the individual needs to be placed into a more advanced role--perhaps you have a position that would simply be better suited for the employee's strengths. Transitioning an individual rather than bumping him or her up is also one way that you can steer clear of any high jumps in salary.
Every manager would like to be on the dot when it comes to hiring employees, but there is bound to be a bad apple every now and then. In these instances, you might have to consider letting someone go--a task that is far from easy, especially for an inexperienced entrepreneur.
Contrary to popular belief, firing someone doesn't have to be an intense, heated argument. There are many ways to let someone go without ending the situation on a bad note. Inc.com recommends giving your dismissed employee a parting gift, although it may seem counterproductive--perhaps offer one week's pay following the event. This will show the rest of your staff that you are generous and concerned about their well-being, even if they aren't suited for your business.
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