Be an Effective Manager

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Posted July 19, 2012 by Marcy Farrey in On the Ladder

On television, they are comical and sometimes lovable.  In real life, they can kill your drive to succeed.  Ineffective managers can have a big impact on a company and the productivity of its employees.

Forbes Contributor Glenn Llopis outlines the five things effective managers can do to earn trust.  Trust, as we all know, is an important key to any good relationship, personal or professional.  Without it, as Llopis explains, we cannot move forward:

But in the end it is the level of trust you have with your manager that makes or breaks the team, your performance and the developmental journey within the organization you serve.  A bad manager can make or break your career.  Equally, if a manager is ineffective at earning trust — the lack of team performance will speak for itself and turnover with become increasingly apparent.  You can’t hide if you are an ineffective manager who has trouble earning trust.”

Some companies have so many problems with ineffective management that they earn a reputation as a “revolving door” company.  I heard this term when I was interviewing for a job and I chose to disregard it, thinking it was just a fluke.  But when a company has a reputation like this, even among it’s customers, it is truly a red flag.  Just a few months in, I wished I’d listened to the warnings.  The lack of trust became obvious.

So how do you keep this from happening in your own company?  If you are considering management or are already a manager, Llopis’ tips could help.  He emphasizes the need to establish credibility.  To be an effective leader, you should be a good example:

Effective managers must establish their credibility (and I am not talking about past positions/previous titles).  The most effective managers always follow-up, are true to their word, have a proven track record, and have a reputation of getting things done.”

I’m sure we’ve all experienced the opposite of this at some point — a manager who takes three days to respond to an issue, who rarely holds himself or herself to real deadlines, who always appears to be overwhelmed.  If a manager follows up and delegates effectively, she can avoid putting more stress on herself and her employees.  A manager who at least appears calm and in control can keep everyone else remain calm and cool.

Another indicator of good management is strong conflict resolution skills.  Again, here is where remaining calm, logical and positive is necessary:

Managers who solve problems with clarity are extremely effective.  Effective managers empower others to make suggestions and recommendations.  They are masters at conflict management and are eloquent in addressing problems and getting others involved to find immediate resolution.”

Many times, I’ve seen managers who are too scared to actually address the conflict, either ignoring it altogether or becoming defensive to the point that they scream and yell.  Neither of these helps the situation, and instead perpetuates the negativity.

Perhaps you aren’t a manager, but work for an ineffective manager.  Unfortunately, they are out there.  Remember how it feels to be working under someone ineffective, and instead of learning bad habits from them, ask yourself what an effective manager would do in the situation.  If you are struggling and see no light at the end of the tunnel, be sure to make notes of dates and times that projects or tasks were poorly handled.  Keep a record, and when you are ready, present your concerns to your HR department.

Learn more about how to be an effective manager and study all of Llopsis’ tips.


About the Author

Marcy Farrey

Marcy Farrey is a videographer, writer, and editor. In her previous life, she worked as a broadcast news reporter and producer in Lincoln, Nebraska and as a writer and producer in Minneapolis, Minnesota. She has a Master of Arts in Writing and Publishing from DePaul University and a Bachelor of Science in Journalism from Northwestern University. Learn more about Marcy on her website www.marcyfarrey.com.

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