August 11, 2017
Part of a good management structure means that key leaders not only get the job done but they also encourage staff members and volunteers. That involves praising them properly, inspiring their trust, and providing them with the information needed to do their jobs and understand their roles in the organization.
Often it’s more a question of attitude than skill. We all have the ability to communicate and motivate people to do their best.
Here’s a checklist of questions to ask about your organization. How does your management team stack up? If you have too many “no” answers, it’s time to examine the attitude of your organization’s supervisors.
The Good Manager’s Guide (Yes, No)
- When problems arise, do managers separate the issues from the people? Employees are more comfortable bringing up issues without fear of retribution.
- Does the management team approach mistakes in a constructive manner? Coaching an employee or a volunteer how to fix an error is a positive experience. When the issue is made into a personal failing, rather than a task oriented mistake, it creates a negative atmosphere.
- Do senior managers create a team atmosphere? Good managers take a personal interest in their team and participate in social events.
- Do supervisors regularly offer praise for jobs well done? People respond to comments of appreciation. But don’t turn it into a ritual by praising every little thing. That will have little effect.
- Are managers effectively communicating their expectations? People feel that they are being penalized for not reaching goals of which they aren’t aware.
- Do managers have an adequate number of people reporting to them? Supervisors lose their effectiveness and cannot give proper attention when they handle too many employees or volunteers.
- Do managers listen and do staff members think their suggestions are appreciated? Good supervisors listen to the relevant ideas, opportunities, needs and problems of subordinates.
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