1. “Give power to those who have demonstrated the capacity to handle the responsibility.”
这是essence of managementin a nutshell.
When an employee handles tasks competently, quickly, and with care, that employee has proven that he has a strong work ethic and cares about doing a good job. Especially if he demonstrates a long-term pattern of doing good work, you can safely trust him to take on additional responsibilities. You may want to steadily increase the areas for which he is responsible, or eventually promote him to a position where he can manage other employees within that area.
This is in contrast to the idea of hiring a manager from the outside of the company to look over your existing employees. When businesses bring in unknown people to act as supervisors instead of trusting current employees with the promotion, it sends the signal that even the hard workers on your team will not be rewarded with your trust. That can undermine your employees’ drive to strive for excellence and instead leaves them wondering, “What is the point of trying harder?”
Stagnation is the enemy.
To combat this, do your best to offer a supportive atmosphere where employees are encouraged to keep reaching higher.
You can do this a number of ways:• Providing reimbursement or other incentives for continuing education• Allowing schedule readjustments for employees who need time to attend continuing education classes• Offering tiered salaries for the most qualified and most effective employees to earn more• Giving recognition (verbal congratulations, awards, or whatever fits your style) to employees who have achieved new milestones like bringing in a record number of new memberships, graduating from a class, or earning a new certification
When you shoot down your employees’ ideas, you undermine their confidence. You also make it less likely that your employees will want to speak up and share their ideas in the future. This can cause a collapse in trust and communication that ultimately hurts your relationship with your employees and sabotages their motivation to work hard for your business.
If at all possible,鼓励参与和想法从你的团队共享。他们应该知道，他们的想法和感受是有效的对您和您采取的每个建议考虑。
Even if you have zero intention of putting a particular idea into practice, still be careful to make sure your message to your employees is encouraging rather than discouraging.
Not only does that show your employees that you listen to what they have to say, it encourages them to come to you with future suggestions if they think of a good workaround that would solve whichever roadblock was in the way.
Your employees understand their jobs. They also know the tools, resources, and steps required to accomplish their tasks. It can be frustrating for an employee who knows he needs something in particular to accomplish a task to first have to run it by you for authorization. It makes him feel like he is being micromanaged, it slows down the entire process, and it wastes your time when you have to approve every small step of the process.
允许自由裁量权和自主权可以开始给予更多的权力来的好方法你最有价值的员工, as discussed in section one. You can start by relaxing your oversight on tasks that you’re confident your best employee can handle and seeing how that goes. When it goes well and your employee handles the responsibility admirably, you can feel confident in rewarding that employee with more power and responsibility. It’s a positive cycle that helps you, your workers, and your business.