What are the best 5 management techniques?
Now that we’ve explained what exactly a management technique is and why incorporating them into management strategies is important, it’s time to outline our top 5 practices.
Everyone responds well to positive recognition, no matter your employment level, industry, or personality. It feels good to know that your contribution to your organization isn’t only going unnoticed, but is actually valued.
Employees who are regularly acknowledged for their good work tend to feel an emotional commitment to their job, their team, and their company’s vision. It helps inspire employees to believe in the principles of their organization, enhances their professional development, and encourages them to feel proud of their profession. This, in turn, has been proven to have a direct connection to the effort they put into their role and the potential of your company on the whole.
Though having high emotional intelligence might inform you of when a certain employee might be due some recognition, we advise all managers to not leave their system of giving recognition up to emotional chance. Instead, we recommend that you implement a management software system of regular check-in meetings and performance reviews so that all employees feel seen and know that their personal development, and contribution to the company vision, are recognized.
- Provide training and career development
As mentioned above, all employees want to feel inspired. This is why providing for ample training and career development in addition to offering them earned recognition is key.
Goal-oriented and motivated employees don’t just want to know that their contribution to their company’s vision is recognized, they need to be sure that your company is invested in their progression. If they sense that this might not be the case, you may risk losing them to a competing employer who does offer them the support and development that they’re looking for.
To provide suitable training and development for your employees, have regular meetings with them where you identify their preferred areas of growth and ask them what aspects of the business they’re interested in. Additionally, schedule in regular sessions where you offer them constructive feedback on how they can reach their aspirations. By demonstrating this interest and acting upon it, you’re helping them develop new skills that long term will prove to be a valuable asset to your own business goals, and employee loyalty, too.
Sometimes in a larger company, it can be easy for individual employees to feel like their own daily tasks aren’t connected to their company’s overall goals. This can result in a huge decrease in their motivation.
For this reason, we advise devising a clearly structured company goal strategy. While this sort of system may look different from company to company, there are some common company strategies that many successful companies use to connect the success and motivation of their individual employees to the overall arching goals of their company.
For example, many successful and motivated companies utilize a system of OKRs to enhance their company and individual development and success.
- Troubleshoot problems early
Company issues and problems won’t solve themselves, and as an organization’s leader or HR executive, you’re responsible for how a problem is handled and ultimately, whether or not it is solved.
First things first, we advise being clear with your workforce about your expectations of them off the mark. Give them regular and honest feedback and ask them, in turn, to do the same with you. This kind of open communication lowers the risk of a lot of future problems arising down the line.
- Know when to end the employment
If there is no improvement after exhausting your methods of constructive feedback and trying to solve the problems associated with a particular employee, know when to cut ties with the said employee and how you should do so.
Though ending employment should be a last resort after several rounds of feedback and constructive criticism, it is an important and necessary step to take if an employee’s performance does not improve or it becomes clear that their attitude/vision does not align with that of your organization.
When/if this moment does arise, be sure to handle it with care. If you’ve input an appropriate amount of energy and time into their progression and their skill set does not reflect this, whether it be in terms of their workflow management, problem-solving skills, poor time management, inability to reach milestones on time, etc. then this is not your personal fault nor does it make you a bad manager. In fact, knowing when to draw the line and terminate the employment of an employee whose trajectory no longer aligns with your organization makes you a good manager.
Remember that while it is never nice to terminate someone’s employment, it’s arguably worse to receive news that your employment is ending. It should never be a surprise and should always be handed in a kind, legal, and timely manner.
Remember, though terminating contracts is not a nice activity, it is probably what is best for both your company and the unsuccessful employee. It will allow your company to find a more suitable individual for the role and in turn, will give the employee space to find a role and environment that truly suits them.