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Managing your employees time
The first thing you want to do is to make sure that you have a very clear cut job description for each and every employee. An employee who doesn't know what they are supposed to do can be troublesome to a manager and other coworkers. Your job description should outline specific hours to be worked and the tasks that should be accomplished.In addition, you need to make sure that your business has clear policies in place to address work breaks. These would include 15 minute breaks and lunch breaks.
Next you need to make sure that you know who you have working for you.By this I mean you need to clearly understand the types of personalities and skill sets you have employed. Do you have a healthy balance of "Star" performers and "Worker Bees"? You need both. Orchestrated well they complement one another and provide success in the work place. It is important to find out as much as possible about your employee's knowledge, skills and abilities. In addition you should know what they want to move towards in their careers. Know more than what they currently do; find out what they have done in the past. When managing employees, you will gain more by focusing on their strengths. That doesn't mean that you don't address areas where performance needs to increase, yet managing employees by their strengths will increase the performance of your team. This means you also need to evaluate your relationship with your employees.A positive relationship will open up the lines of communication allowing you to gather this information more easily. A word of caution: Don't take employees actions personally. It brings an emotional element to the relationship that may be unwarranted and irreparable. The best way to help manage your employees' time is to set goals with them. These goals should be SMART.SMART stands for Specific, Measurable, Attainable, Realistic, and Timely.Below is a more specific description of this.
As a manager your role in this process is to make sure that the goals provide clarity. The employee needs to clearly understand what they need to do and why it is important. Commitment is the next key step. Both you and the employee have to be committed to the plan. And finally, you need to provide support. If you aren't willing to support the employee in their goals, then why would they work to attain them?
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