So You Finally Got Your First Management Job? Now What?


Ten principles every new manager needs to know and use.



Sure, it wasn’t easy for you to become a manager. But having achieved your goal, rest assured you have a lot more work to do to insure your success.

You must always be willing to learn about your strengths and weaknesses as well as those of your staff.

You must be capable of prioritizing objectives and how to achieve them.

And you must lead from the front, not the rear – all while motivating your employees.

Poor communication results in managerial dysfunction and vice versa because a significant number of workers is mistakenly promoted into management.

New managers must try to win as great communicators.

If you haven’t already, you will have to manage several competing demands to achieve your objectives – all without wasting time and resources.

Compromise is often necessary.

Mistakes must be avoided. You must be careful not to throw your weight around in the early days of your job.

It’s important to take adequate time to get to know your employees and to keep an open mind if you’re fortunate enough to get ideas from them.

You must be authentic to help your relationships to be genuine.

Treat everybody with respect. This avoids unnecessary challenges that start with mistrust and pointing fingers by employees.

It also helps keep team members honest and motivated.

Motivation is a key component. So focus on employee engagement. Otherwise you’ll be shocked by their diminishing performance.

Don’t risk becoming a micromanager. Micromanagement is a ramification of ignoring best practices in management.

People who micromanage lose maximum efficiency, productivity and teamwork – in other words, optimal profitability.

Don’t discriminate. Involve every member of your staff when you set goals and priorities. This will help guarantee feedback immediately.

When you delegate, keep in mind the employee’s capabilities.

Be careful with older workers. It can be tough to manage baby boomers. Not because they’re difficult workers. Your learning has just begun in earning respect to get results.

Remember a lot of baby boomers know they have more experience than you; perhaps even in management.

Hold blue-sky sessions – encourage your team to brainstorm.

Money is not the key motivator of employees. Recognition is a powerful motivator. With a solid recognition program, you’ll profit because your workers will constantly perform without close supervision.

There are 10 principles every new manager needs to know for maximum performance.

Infographic courtesy of: www.acuitytraining.co.uk.

From the Coach’s Corner, here are related tips:

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4 Reasons Why New Managers Fail in Human Resources — Best practices guarantee success for new managers. Not to over-simplify, but here are the four solutions that will help new managers succeed.

25 Strategies to Succeed as a New Manager — Congratulations, new manager. Welcome to a job you’ll find most challenging – and satisfying – if you do it right. You’ll be carefully watched by your staff. You’ll be judged on values demonstrated by your actions. What values will you show your employees?

Profit Drivers – How and Why to Partner with Your Employees — If you want maximum profit, consider partnering with your employees. Here’s expert advice from leading financial consultant Roni Fischer.

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7 Tactics to Enjoy Your Job Managing Difficult Employees — With a difficult employee, you have two obvious problems – the impacts on your organization and the behavior of the individual. Here’s how to love your job even when managing difficult employees.

Probation Meetings – HR Tactics for New Employee Success — Hiring employees is expensive. So it’s important to use tactics that will help insure success of new workers. That calls for probation meetings. Here are five proven tactics.

“Good management consists in showing average people how to do the work of superior people.”

-John D. Rockefeller


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Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.




Photo courtesy of imagerymajestic at www.freedigitalphotos.net

How New Managers Can Win as Great Communicators



Poor communication results in managerial dysfunction and vice versa. That often happens because a significant number of workers is mistakenly promoted into management.

You’ve heard of The Peter Principle, right? That’s when people rise to their level of incompetence.

The late University of Southern California professor and author Laurence J. Peter also theorized about what he called “percussive sublimation.”

ID-100223612 stockimagesHe said people are promoted to get them out of the way of high-performing workers.

When, actually, they should be demoted to their level of competence.

Let’s consider the basic shortcomings of many new managers.

They simply don’t understand human nature and how to communicate with employees.

So many people don’t receive adequate professional management training or they don’t receive any at all.

So what can be done?

The prescription: Adequate professional training and self study.

It’s a simple concept but can be a challenge to implement.

There are four ways new managers typically misfire in communication:

1. They don’t correctly address attitude problems among their employees. For instance, there are common traits among employees who are likely to quit — even those who are secretive about their plans. Managers often don’t know when they’re losing employees.

2. They don’t adequately follow organization policies or direction from their supervisors. That’s one reason why they don’t or can’t market HR-policy changes to employees.

3. Because of a lack of authority with peer managers, many fail to use persuasive tactics to resolve problems. Savvy employers know poor communication skills hamper efficiency so they continually strive to improve communication.

4. Open communication is not used to issue directives to their staff – employees perform better when directives are explained well and they feel empowered. Companies succeed when they power their brand with employee empowerment.

Furthermore in management:

Managers must learn to deal with know-it-all workers; learn how to motivate shy people who aren’t assertive even if they have good ideas; and motivate workers who only view their tasks at the end of their nose and simply follow orders – no matter what the consequences are.

Managers need good listening and communication skills, especially for the majority employees who are competent with good ideas and performance.

The best managers create a positive environment and encourage the expression of ideas from their workers. In disagreements, they need to be assertive in managing disagreements.

From the Coach’s Corner, related management content:

25 Strategies to Succeed as a New Manager — Congratulations, new manager. Welcome to a job you’ll find most challenging – and satisfying – if you do it right. You’ll be carefully watched by your staff. You’ll be judged on values demonstrated by your actions. What values will you show your employees?

21 Tips to Avoid the Dark Side of Management — News headlines from Seattle to New York are cause for some serious head slapping when it comes to managing employees. Here’s how to avoid HR troubles. 

Management — 4 Mindsets for Leadership in Performance Reviews — Are you nervous at the thought of giving employee-performance reviews? You’re not alone. Your employees aren’t exactly thrilled, either. Typically, employees aren’t convinced they can get valid feedback. If they’ve experienced poor managers, they likely dread the performance-review process or are skeptical of the outcome. 

Sales Management: Motivate Your Staff in 10 Seconds — All too-often when sales managers are busy, they’re task-oriented. Not to be critical, but they’re focused only on what’s at the end of their noses. 

HR Management – 8 Best Practices in Employee Delegation — Avoid frustration in delegation. Save yourself time and develop your staff for the welfare of your organization.   Delegation is a fundamental driver of organizational growth. Managers who are effective in delegation show leadership. They know they’ll be more effective in management and that they’ll develop their employees. 

“So much of what we call management consists in making it difficult for people to work.”

-Peter Drucker


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Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.





Photo courtesy of stockimages at www.freedigitalphotos.net

Seattle business consultant Terry Corbell provides high-performance management services and strategies.