Managing People Part 2

Today’s blog post is a continuation of Sunday’s post where I provided tips on managing people. The two points I’ve covered so far are setting clear goals and expectations and showing patience and understanding. Today I’ll cover a few more things I’ve learned when it comes to people management.

Let people make mistakes

ID-100244674In the beginning of most people’s employment they make mistakes. Actually to be more accurate, throughout people’s employment they are going to make mistakes. At the end of the day the mistakes are part of the learning curve and are a cost of getting people up to speed. I have had jobs where every time I said or did something remotely different than how my supervisor would, the supervisor would immediately correct me (even if I was on the phone or in front of a large group of people). This made me nervous to ever make a mistake and took away any feeling of empowerment I could have had in the position. People are going to do and say things differently than you. They will even make mistakes. Let your people feel free to make mistakes and be themselves. At the end of the day people will wind up feeling supported and will enjoy their job if they feel empowered to make their own decisions. I’m not saying that you shouldn’t train people to do things a certain way. Training is extremely important, but it’s also important that after the training ends that you let people make mistakes. At the end of the day most mistakes won’t end the world or ruin your business – I promise!

Speak up when the mistakes are big

While this seems like it might be going against my above point it’s an important point to note. If an employee makes a really big mistake, don’t be scared to speak up and point it out. It’s your job as a supervisor to manage situations. It is important to set clear goals and expectations and clearly define the line. You can (and should) have a calm tone, but it’s important to make your point. This point is tough to clearly lay out but in general if you remain calm and explain the reasoning behind the scenario not being acceptable it’ll usually go over better than you expect.

Understand that you are a resource

There’s usually a reason why you were hired or were moved to a management role. It’s because somebody thought you had the knowledge and resources to heard cats. Well to be more serious, somebody thought that you had the skills to help people and the company achieve their goals. Take it as a compliment and know that you hold the key to people’s success. This means that you need to be a resource when people need more information and you need to help guide the work forward. You need to understand that managing people takes time and you need to be willing to give your time (and patience and understanding).

Those are the points I have for now. Please feel free to comment below with your feedback. As I mentioned in last week’s post these thoughts have come about because of past experiences and are in no way the end all way to handle people management. But in general, I hope you find the information helpful.





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