Tips for New Managers

When managing people, it is important that you make all your goals and objectives measurable, quantifiable, specific, and detailed for clear accountability.

Give specific instances of behavior or the quality of work that you want. Put it in writing for answerability. When managing people, it is very important that since their manager or supervisor making all their goals and objectives crystal clear. For example, in the case they are doing mostly clerical work, then they are to "edit and proofread all needed reports for quality control section." Or else, if they are in customer service, a good example of a measurable, quantifiable, specific goal is "make sure to respond to every consumer complaint within 48 hours of receiving them." In case they are in the manufacturing industry, then they are to "generate 35 percent more widgets by December. " You get the idea.

Understand how you will present yourself. While managing people, keep in mind that you are the role model. Be aware of eye contact, and typically look at a person for five seconds. Does this mean you have to stare at them at bug-eyed? Of course not. However, you don't want to avoid their eyes, because you will come across as very passive and wishy washy. They will sense that you're fearful of argument.

Maintaining eye contact can be difficult for several people just because in few cultures, kids are brought up that it is disrespectful to maintain eye contact with elders. It is hard to unlearn this type of conduct. Also, manage your voice and use a low, controlled tone. Also be aware of your body language. Numerous studies have shown that people tend to see and believe you in face-to-face communication all because of your tone, posture and body language.

Be clear and concise, spelling out the consequences of what can happen in case they do not improve. Example, in case this is a verbal warning, you might say to the employee, "You know our problem here, and at present this is a verbal warning. If there is no noticeable and sustained improvement within the next thirty days, then it can result in more disciplinary action. Otherwise, it may even result in termination."

You can also just simply say to the person, "Do you understand where improvement is needed, or is there anything that I have to know about? This sub-standard performance doesn't seem like you. As your manager or supervisor, I would like to see you succeed and want to help in any way possible." In managing people, one of the golden rules is that you will not want the employee to say they were never given notice.