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5 Best Ways to Manage Your Employees

5 Best Ways to Manage Your Employees

Be Consistent

One of the tools that effective managers use is consistency. Once you showcase the reliability and fairness in your work, your employees begin each day or task with clear expectations . For instance, I worked in a technology company where the manager established that every team meeting starts at a precise time and follows a clear agenda. As a result, the group became more productive, and in the first quarter, we witnessed an overall 30% increase in productivity once the rule was introduced.

Another tool is the provision of feedback. As a manager, you should not be afraid of direct and timely commentary on your employees’ performance. For example, a sales manager, which was an action plan topic, collected monthly sales targets from each of his team members and provided feedback during their regular performance review. As a result, each quarter, the group managed to exceed sales goals by an average of 15%.

The third tool is the creation of a network of support. Employees should feel that they are not alone in facing all the challenges that their endeavors bring to the table. For example, the best practice for my topic was realized in a construction company that launched a bi-weekly roundtable, during which team members could present any problems they encountered during their work. Six months later, we came up with solutions that allowed to significantly minimize the number of delayed projects and boost the team satisfaction score by 20%.

Another essential tool is encouraging your employees to develop their careers . One of the best examples is a marketing manager that I knew, who decided to spend part of her budget on the team’s employment in several digital marketing courses. As a result, within a year, the studies allowed to improve the company’s online engagement by over 50%.

Finally, the most potent tool is the example that you give . For instance, a CEO that I knew showed the team videos that were summing up her own work to identify both what worked and what went wrong.

Focus on Clear Communication

Communication is central to management, as it ensures that all operations proceed without misunderstandings. For instance, a logistics company’s manager initiated a daily briefing indicating the deliverables of the day and roles that different individuals would play. Although the strategy was previously applied, its constant application resulted in a 40% reduction of errors in delivery during the first three months of application.

Utilize Different Communication Channels

Various channels can be used to ensure that communication is enhanced. For instance, an individual who had the role of coordinating a software development team used email to send detailed reports on the progress of a project and Slack short messages to make real-time responses. Since the communication was already directed at the discussable issues, the leader could integrate changes associated with new suggestions in the weekly reports indicated in the email.

Openly Enable Employees to Share Views

Promoting an environment where employees are willing to share their thoughts enhances the possibility of innovative solutions. An outstanding example is from the customer service sector, where a manager had a one-hour open slot every week to listen to the complaints of the employees associated with any issue. After the first year, the complaints reduced by 30%, and the level of employee turnover had reduced by 30%.

Clear Instructions

All managers should have the capacity to ensure that all set operations have clear and detailed instructions. For instance, the operations’ manager of a manufacturing plant used visual instruction methods and detailed instruction sheets to indicate the procedure of a new machine on a step-by-step method. The deployment reduced the time required to set up the machine by 50% and enabled the immediate uptake of new employees. Normal updates should also be shared with the specified team. A specific manager wrote a weekly newsletter additionally to a visual representation dashboard that was updated weekly. Although the dashboard represented a model of the ongoing process and the indicated deadline after communication, the team often delivered 90% of the time on or before the stipulated deadline.

Recognize and Reward

Recognize and reward employees to boost morale and drive performance . One of the managers at a retail company established the Employee of the Month program that recognized outstanding performance based on customer feedback and sales results. The company experienced a 25% increase in sales in just six months .

Implement Performance-Based Bonuses

Linking rewards to performance is the way to motivate to the greatest degree possible. A manager at a tech startup adopted the annual bonus rewards structure based on specific and quantifiable performance results. The engineering team outperformed in software development, achieving a 40% increase in code deployment efficiency .

Celebrate Milestones

Marking the moment of professional and personal change can have a significant effect on team morale and cohesion. A marketing team manager organized celebration parties to mark both project completion and work anniversaries and other personal milestones . The company achieved a decrease in the rate of staff turnover by 15%.

Offer Career Development

Not all awards have to be financial or nonmaterial. Providing an opportunity for career growth is one way to reward ambition. The finance manager provided the course for the top performers to acquire prestigious financial analysis certification. The result was 20% faster completion ofthe quarterly financial reports.

Allow More Flexibility

Granting a privilege of more flexible work hours or remote work is an effective way to reward excellent performance. After finishing a long and difficult project, the team leader allowed his team to work more flexible hours and to some extent even allowed to work remotely . The employee satisfaction score increased, while the perceived level of stress fell by 30%.

Treat Employees as Individuals

Taking into account the individual aspirations and needs of each employee is a critical action for making the employees feel supported. During one year, a human resources manager in a mid-sized corporation developed personal career development plans for each of the ten employees. The plans reflected the employees’ career goals and skill capacities. The overall employee engagement score increased by 50%.

Customize the Communication

Adjusting a communication style in accordance with the receiver’s preferences may lead to more effective communication. The IT manager monitoring the work of ten developers discovered that five of the developers preferred receiving project updates in lengthy emails, while five needed face-to-face contact for understanding their project and not missing deadlines. As a result, project delivery timelines improved by 35%.

Acknowledge Personal Achievements

Remembering and congratulating the employee on personal matters can develop a stronger tie between a manager and staff. The sales manager met the employees once a week for team meetings and always congratulated each of them individually when they had a birthday. The pattern was applicable to the birth of a baby, wedding, or any other personal achievement discovered. Team morale improved significantly.

Provide Individual Benefits

Employees should receive some benefits attached to their needs to become retained. As a retail company where 300-fifty employees worked in a mid-sized corporation, the package of benefits was assumed to be standard for ten years. Finally, it was made available on employes’ demand out of ten preset options in benefits and family plans . As a result, annual employee turnover decreased by 20%.

Use the Individual’s Strengths

Creating a more effective and better worker team may be the result of adjustments to the individual employees. One hundred and twenty employees in the marketing department of a design agency were working on creating ads. Assigning jobs that called for the employees’ strong sides in their creative work resulted in a more innovative and client-friendly ads campaign. The client satisfaction rate was 45%.

Encourage New Ideas and Opinions

Creating a culture that encourages and appreciates new ideas and opinions may lead to breakthrough innovations and solutions. For example, a software company organized an Innovation Day for its employees every month, during which workers shared their ideas for new software tools or program enhancements. It was their idea which eventually increased customer satisfaction in one of the features by 40%. Some other useful initiatives that can help to promote innovative thinking are as follows.

  • Set up an idea-sharing platform. One of the healthcare providers set up an online suggestion system for its employees. Once a month, the workers anonymously posted their ideas, and the suggestions related to patient care routines were subsequently implemented, which led to a 30% increase in operational efficiency.

  • Hold regular brainstorming sessions. The marketing manager at the consumer good company organized weekly meetings, during which the staff members could suggest ideas for new marketing campaigns . There was only one restriction – the proposals did not need to be related to a particular product. The idea led to the market share of their firm expanding by 15% within six months due to one of BC’s marketing campaigns.

  • Reward creative solutions. The owner of the engineering firm offered a bonus to everyone who had come up with an idea that helped to reduce the production costs significantly. One of the workers was an engineer who managed to reduce the material costs by 20%. The company saved around $7500 a year.

  • Promote cross-departmental collaboration. A multinational corporation set up a cross-departmental team once. Its representatives were dealing with solving the problems all workers encountered. As a result, the time-to-market for new products was decreased by 25%.

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