How to CONTROL your staff effectively??
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E46Fanatic
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Ummm... leadership by example??
Seriously tho there are a ton of management principles out there.. One good one which was rather insightful for me was something known as situational leadership which I think its effective and relevant to all managers or even employees who work a lot in teams.
Situational Leadership - whats dat?
Seriously tho there are a ton of management principles out there.. One good one which was rather insightful for me was something known as situational leadership which I think its effective and relevant to all managers or even employees who work a lot in teams.
Situational Leadership - whats dat?
T
three28
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Enrol them to ULAR.COM...
Kidding .....
Close monitoring might help...
Kidding .....
Close monitoring might help...
Stud_Daddy
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You need to show the following:
1. that you have a vision for the department (i.e. are we all going to be doing the same thing next year??)
2. that you have a structured and FORMAL performance rating system (scorecard?), and this is reviewed once every quarter. Employees hate it when bosses tell them 12 months later that their performance has been poor. They need to be monitored and nudged every quarter at the least.
3. Have clearly defined accountabilities tied to the scorecard and leave no room for vagueness.
4. Never have cronies. Bosses must be seen to be fair.
5. MOST IMPORTANTLY: Clearly distinguish yourself the issues where you need to get your hands dirty. Big issues you cannot leave in the hands of employees.......never tai-chi and walk away. I used to have a GM that used to screw employees, and say things like "this is your problem, deal with this and tell me your progress". That kind of statement can work within the scope of their responsibilities, but when it comes to critical issues, step in! Remember the salary and grade of your employees and the level of decisions you ask them to make. You cannot expect a sales executive (salary RM 2,000) to decide how much discount to give to a multi-million dollar customer. Bosses must never be afraid to step in and make important decisions. Integrity is by showing that you are capable of stepping into your staff's shoe at anytime if required, and not a lip-service boss. In times of crisis, your staff can immediately see which boss is full of crap, and which is brave enough to step in to take the bull by the horns. Remember that employees can respect you even if you make mistakes on critical issues, but they will never respect you if you drop the ball and hide under the table and expect them to solve critcal issues for you!
6. Come to work on time, or early.
7. Have a cute ass like me.
8. Have a regular and formal feedback channel.
9. Have them rate you!
10. Keep meetings short, to the point.
1. that you have a vision for the department (i.e. are we all going to be doing the same thing next year??)
2. that you have a structured and FORMAL performance rating system (scorecard?), and this is reviewed once every quarter. Employees hate it when bosses tell them 12 months later that their performance has been poor. They need to be monitored and nudged every quarter at the least.
3. Have clearly defined accountabilities tied to the scorecard and leave no room for vagueness.
4. Never have cronies. Bosses must be seen to be fair.
5. MOST IMPORTANTLY: Clearly distinguish yourself the issues where you need to get your hands dirty. Big issues you cannot leave in the hands of employees.......never tai-chi and walk away. I used to have a GM that used to screw employees, and say things like "this is your problem, deal with this and tell me your progress". That kind of statement can work within the scope of their responsibilities, but when it comes to critical issues, step in! Remember the salary and grade of your employees and the level of decisions you ask them to make. You cannot expect a sales executive (salary RM 2,000) to decide how much discount to give to a multi-million dollar customer. Bosses must never be afraid to step in and make important decisions. Integrity is by showing that you are capable of stepping into your staff's shoe at anytime if required, and not a lip-service boss. In times of crisis, your staff can immediately see which boss is full of crap, and which is brave enough to step in to take the bull by the horns. Remember that employees can respect you even if you make mistakes on critical issues, but they will never respect you if you drop the ball and hide under the table and expect them to solve critcal issues for you!
6. Come to work on time, or early.
7. Have a cute ass like me.
8. Have a regular and formal feedback channel.
9. Have them rate you!
10. Keep meetings short, to the point.
teejay
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first off,
you need the respect from your staff, to do that, you need to respect them, be humble
listen,
listen to all their grieviances, it maybe boring, but at least you have a general idea of some kind of their character.
proactive,
act before they react, if you have enough or more experiences then your current team, this should not be difficult
observe,
how they sit, how they talk, how they walk, body language, if you have a gut feeling about something, probably you are right on the dot
tell them they smell different today....or that's a cool hair do you have, or thats a very strong perfume then your normal....this in turn will make them realise that you are aware and observant of their surroundings, makes them wonder and ponder about you
teamwork,
work with them, play with them, occasional drinks and meals, BUT set a line, where work is work, superior is superior, juniors are juniors.....always leave earlier then normal in outings, tell them, "do enjoy yourselves, i have to get going to get ready for tomorrow...?
tensions,
never ever openly disrespect anyone in front of anyone, rather do it privately when reprimanding someone-its water face....
this is especially very crucial if you have assistant managers/supervisors, they should be pulled aside privately for a discussion not in the open.....
in turn you will be highly regarded as not only a superior, but someone who has integrity......
smile,
even if you are having a lousy day or othe problems, smile and let them know all is ok, unless they screw up then you have the oppurtunity to lash at them.....if so do it privately
showoff,
sometimes when oppurtunity arises do it, but do it elegantly, mysteriously, your staff will think highly of you
now where can i find that kinda boss ......
you need the respect from your staff, to do that, you need to respect them, be humble
listen,
listen to all their grieviances, it maybe boring, but at least you have a general idea of some kind of their character.
proactive,
act before they react, if you have enough or more experiences then your current team, this should not be difficult
observe,
how they sit, how they talk, how they walk, body language, if you have a gut feeling about something, probably you are right on the dot
tell them they smell different today....or that's a cool hair do you have, or thats a very strong perfume then your normal....this in turn will make them realise that you are aware and observant of their surroundings, makes them wonder and ponder about you
teamwork,
work with them, play with them, occasional drinks and meals, BUT set a line, where work is work, superior is superior, juniors are juniors.....always leave earlier then normal in outings, tell them, "do enjoy yourselves, i have to get going to get ready for tomorrow...?
tensions,
never ever openly disrespect anyone in front of anyone, rather do it privately when reprimanding someone-its water face....
this is especially very crucial if you have assistant managers/supervisors, they should be pulled aside privately for a discussion not in the open.....
in turn you will be highly regarded as not only a superior, but someone who has integrity......
smile,
even if you are having a lousy day or othe problems, smile and let them know all is ok, unless they screw up then you have the oppurtunity to lash at them.....if so do it privately
showoff,
sometimes when oppurtunity arises do it, but do it elegantly, mysteriously, your staff will think highly of you
now where can i find that kinda boss ......
OSFlanker
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Guys, before you start shooting off, it's best to find out how big a department Unique is talking about, what type of staff (factory floor, professionals, bangla????) and also whether he has any leeway with regards to remuneration scheme & benefits.
You can't use the same "solution", if there is such a thing, to all. Usually, if you are only handling a small number like 1-5, you can tailor make your approach to the personality of each staff and you can be more "humane". If you are working with 500, most of them not even primary education, you can't use the softly softly approach.
The term "respect" means different things to different people. For some, being a decent chap brings respect. For others, you have to show "power" to get respect, coz a nice chap is just what they are looking for to walk all over!!!
End of free consultancy. hahaha
You can't use the same "solution", if there is such a thing, to all. Usually, if you are only handling a small number like 1-5, you can tailor make your approach to the personality of each staff and you can be more "humane". If you are working with 500, most of them not even primary education, you can't use the softly softly approach.
The term "respect" means different things to different people. For some, being a decent chap brings respect. For others, you have to show "power" to get respect, coz a nice chap is just what they are looking for to walk all over!!!
End of free consultancy. hahaha
E46Fanatic
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Ya I agree... I wonder how Stud Daddy's cute ass will work for banglas vs. professionals...
Stud_Daddy
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Mine is a universal ass for all to view, regardless of creed or stature. A God's gift to humanity....... envied by men, adored by women, feared by most small rodents.Originally posted by E46Fanatic@Mar 16 2006, 05:40 PM
Ya I agree... I wonder how Stud Daddy's cute ass will work for banglas vs. professionals...
teejay
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Studd's @$$ will work for all banglas that are ghay.......hahhaa!!
OSF,
agreed, but Unique didn't mention how big, how small
i think he's thinking more of a general way, maybe to sum up all of our replies if the feedback are within his working environment
but i think the main line here is about human relations, how to deal and handle people of different educational and social backgrounds and im's sure he is able to sum up how to get someone's respect if it was an office sweeper or a high strung loud mouth marketing manager ( sounds like 5201 , if i may say so!!), or else he shoudn't be in a senior management position......
so it wouldn't hurt to give our experiences from a staff point of view, and those who have been in a high strung position
OSF,
agreed, but Unique didn't mention how big, how small
i think he's thinking more of a general way, maybe to sum up all of our replies if the feedback are within his working environment
but i think the main line here is about human relations, how to deal and handle people of different educational and social backgrounds and im's sure he is able to sum up how to get someone's respect if it was an office sweeper or a high strung loud mouth marketing manager ( sounds like 5201 , if i may say so!!), or else he shoudn't be in a senior management position......
so it wouldn't hurt to give our experiences from a staff point of view, and those who have been in a high strung position
Lee36328
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What is the current problem you are having w your staff now?
Motivation?
Productivity?
Discipline?
Morale?
Your title states CONTROL, yet your question asks about management.
Control is but one aspect of management.
If you ask a more specific question, you'll get better answers. Otherwise, you get the above management-book spiel of answers covering a wide variety of management areas.
teejay
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if i guess correct, seems that Unique has landed himself a senior management post.......and is very new at it.....
so maybe give the guy a break and let him take his time to spewl his problems out.....
awaiting f8 ,Alvin and 5201 response , bet this is gonna be a good one.......
so maybe give the guy a break and let him take his time to spewl his problems out.....
awaiting f8 ,Alvin and 5201 response , bet this is gonna be a good one.......
teejay
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maybe, from my experiences, probably yes....peer pressure, new environment, etc,etc
sometimes, its difficult to talk to someone else, especially if we ( maybe its just me?) don't have the confidence nor the closeness to open up to another, and for the other to understand what we are going through at the moment.....
another way is to pen it out, but sometimes online words are just not as we expect it to be, especially if it's from the heart.....
sometimes, its difficult to talk to someone else, especially if we ( maybe its just me?) don't have the confidence nor the closeness to open up to another, and for the other to understand what we are going through at the moment.....
another way is to pen it out, but sometimes online words are just not as we expect it to be, especially if it's from the heart.....
ah lian
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wei.... i remember that unique is a lady member worrr...
for ladies....
power dressing:
wear something you respect a lady for. whether professionals or factory hands.... dun become the "talk". its never flattering. authority is a perception of being able to inspire through leadership or to be feared by force (i learnt this in uni!!! ) inappropriate attires distracts this ability.
walk the walk, talk the talk:
in all environments, ignorance is often frown upon, especially when you are chosen to lead. if you dun know, go learn faster. in the meantime, try not to shoot yourself on the foot.
act like a lady
one who has compassion, one who has intuition, one who has charm... those are your greatest strength. use them. be firm though but dun act like a caveman.... remember who is the best controller in society --> mothers!!! all men bow to their mothers.... but dun nag!!! :getyourfactsright:
integrity is the best policy
hold close to your principles.... and hold them to their words.... dun promise them wot you cant do.
play fair!
credit to those who deserve it. praise is priceless and costs nothing. recognition is all that these ppl need. punish severely those who have been warned.... swift and merciless shows good example to all who have not yet crossed the line but are pushing it.
for ladies....
power dressing:
wear something you respect a lady for. whether professionals or factory hands.... dun become the "talk". its never flattering. authority is a perception of being able to inspire through leadership or to be feared by force (i learnt this in uni!!!
) inappropriate attires distracts this ability. walk the walk, talk the talk:
in all environments, ignorance is often frown upon, especially when you are chosen to lead. if you dun know, go learn faster. in the meantime, try not to shoot yourself on the foot.
act like a lady
one who has compassion, one who has intuition, one who has charm... those are your greatest strength. use them. be firm though but dun act like a caveman.... remember who is the best controller in society --> mothers!!!
all men bow to their mothers.... but dun nag!!! :getyourfactsright: integrity is the best policy
hold close to your principles.... and hold them to their words.... dun promise them wot you cant do.
play fair!
credit to those who deserve it. praise is priceless and costs nothing. recognition is all that these ppl need. punish severely those who have been warned.... swift and merciless shows good example to all who have not yet crossed the line but are pushing it.
Stud_Daddy
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Agree wholeheartedly with ah lian but with exception on Power Dressing. There can be nothing more inspiring and sexy yet intimidatingly confusing than to see a lady boss show cleavage and be completely at ease with herself, while maintaining strict professionalism and the respect of peers. Its a fine balance that only some women can do.Originally posted by ah lian@Mar 16 2006, 08:47 PM
wei.... i remember that unique is a lady member worrr...
for ladies....
power dressing:
wear something you respect a lady for. whether professionals or factory hands.... dun become the "talk". its never flattering. authority is a perception of being able to inspire through leadership or to be feared by force (i learnt this in uni!!!
walk the walk, talk the talk:
in all environments, ignorance is often frown upon, especially when you are chosen to lead. if you dun know, go learn faster. in the meantime, try not to shoot yourself on the foot.
act like a lady
one who has compassion, one who has intuition, one who has charm... those are your greatest strength. use them. be firm though but dun act like a caveman.... remember who is the best controller in society --> mothers!!!
integrity is the best policy
hold close to your principles.... and hold them to their words.... dun promise them wot you cant do.
play fair!
credit to those who deserve it. praise is priceless and costs nothing. recognition is all that these ppl need. punish severely those who have been warned.... swift and merciless shows good example to all who have not yet crossed the line but are pushing it.
And if that balance tilts one way, there is nothing that a little more cleavage and g-strings cannot resolve.
I'm turning myself on.
wow thanks for kind words skar and teejay. not sure i deserve such words as i've only worked 7 months in my life now-landed first and current job in august 05.
but to answer unique, it depends what you want, and what kind of team you have, and how long are you willing to invest.
people are just people. they respond to incentives. and money is major incentive to most. but on a longer term scale, you need to empower the people and give them objectives, not micro manage. make people take pride and ownership, make them take charge. give them a voice. if they're engaged trully and find it 'real' and satisfying, they tend to push themselves better. you just need to set a clear direction as a boss. thats most vital. nothing like a lost team.
as many others have said, of course you need to lay out the objectives + deliverables + timelines first.
but most of all, as superman always says, with power comes responsibility, the opposite applies too. if you assign responsibilities, you need to give them the authority and power to act. guide them and give them the resources they need to achieve their job. be realistic too. can't expect a rocket scientist to sing and dance like a bird all day.
but to answer unique, it depends what you want, and what kind of team you have, and how long are you willing to invest.
people are just people. they respond to incentives. and money is major incentive to most. but on a longer term scale, you need to empower the people and give them objectives, not micro manage. make people take pride and ownership, make them take charge. give them a voice. if they're engaged trully and find it 'real' and satisfying, they tend to push themselves better. you just need to set a clear direction as a boss. thats most vital. nothing like a lost team.
as many others have said, of course you need to lay out the objectives + deliverables + timelines first.
but most of all, as superman always says, with power comes responsibility, the opposite applies too. if you assign responsibilities, you need to give them the authority and power to act. guide them and give them the resources they need to achieve their job. be realistic too. can't expect a rocket scientist to sing and dance like a bird all day.
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