How to Be a Successful Light Industrial Staff Manager
Being a light industrial manager isn’t easy: Employees need to be coached, listened to and rewarded, while executives must be kept in mind and kept in the loop.
It can be frustrating from time to time, but also highly satisfying. The key is learning to tolerate the former to be able to appreciate the latter. This is the primary distinction between a decent light industrial manager and a great one. Fortunately, you can make that balance a bit easier by adopting a few crucial leadership practices.
Communication is Key
Today’s employees expect transparency to keep them fully engaged with their jobs. Communication is also a two-way street and you ought to be as approachable as possible. Because it is not possible be everywhere at the same time, your employees are your eyes and ears, and should be comfortable coming to you with an issue before it becomes a big problem. You should be the person your team members count on for guidance, not someone who is there to catch mistakes.
Resolve Conflict Effectively
You will undoubtedly have to handle disputes between staff members. If you’re not prepared to handle them, you may come off as a dictator or someone who plays favorites. By being well-prepared with proven coaching and negotiation strategies, you can solve problems and demonstrate leadership at the same time.
Get Proactive on Team Morale
In today’s environment, morale is often less than what it should be. Workers want purpose and acknowledgement, and they look to their manager to provide this inspiration. By building a positive culture, you can show how individual employees’ daily tasks matter to other employees and business as a whole.
In addition to celebrating employee achievements, hold morale-building events that are designed in collaboration with employees. When you build a positive culture for your team, you stand out among your peers in management, especially those with teams that have low morale.
A major key to success as a leader is the ability to delegate both responsibility and authority. Many managers feel the unfortunate need to micromanage every detail. However, when you delegate effectively, you multiply the amount of work you can take some responsibility for getting done; all while developing employees’ confidence and abilities.
Regardless of how challenging a problem might be, there is always a quick fix, and leaders are often rewarded for coming up with quick solutions. The issue is that the desire for a quick fix often causes us to ignore a lasting solution that may take just a bit longer to come up with. The next time you an issue to fix, take care of the root cause of the issue, rather than only dealing with the symptoms.
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