Category: Per Management Video

Did you know you hold your staff’s livelihood in the palm of your hand?

Consider your own manager for a moment; the person to whom you report. Given the economic impact of this pandemic, the recent closures of all but non-essential business, the rippling effects of so many millions of people still out of work – what do you think your manager is being asked to consider in terms of planning their department?

So Many Management Options

Your manager may be asked to consider all kinds of things to help keep the business running optimally, such as:

• How quickly they can ramp back up once the shut down is lifted?
• If they need to downsize, who would they need to retain?
• If help is needed in other departments, who could they lend?
• If working from home is required longer term, who on their staff can and can’t thrive?
• If processes or products need to be modified who is best at change and innovation?
• Who on the staff would excel at communication, organization, analysis, …

How Well-Managed Are You?

Of course, as you consider the range of questions business leaders are asking themselves, you likely can’t help but jump right to “how does this affect me?”.

And if your manager hasn’t spoken to you in a while or if you hear that your teammates have had one on one conversations and you haven’t or the last few conversations you HAVE had were about things you need to improve on – how comfortable do you feel as an employee? How productive, focused, passionate or enthused are you about the work ahead?

How Well Are You Managing?

Now consider your own direct reports. What might each of them be thinking? Are you certain that they know where they stand? Are they clear as to whether they are a valued star, a hopeful work in progress or an “on thin ice” distraction? Are YOU clear?

What can you do right now to ensure your employees understand the bigger picture, see how their performance contributes to or distracts from it and remain passionate about their next steps with your organization?

Management Guidance

Here is a mini coaching session on management. It’s free. No one should have to struggle to figure out management and human resources leadership but good mentorship is hard to find.

These are the kinds of awesome tools and approaches our members learn in UPschool and my goal is for you to be able to build the most confident, inspired and contributing version of yourself. Won’t you join us? Membership is half price through 2020. For year round management expertise, live coaching and resources join UPschool today.

Most of us who end up with a people manager role know that the job entails planning, budgeting, staffing, leading and evaluating. But did you know that managers are agents of the company which means that what you say/email/text is considered to be what the company has said/put in writing? Did you know that you can be held personally liable in some states for something you “should have known” was happening in the organization? Did you know that a manager assuring an employee that they will “always have a job here” can be considered an implied contract?

Managing virtually? Did you know…

Now that so many managers are managing virtually we have even more concerns to be aware of. It is the manager’s responsibility to ensure employees are working appropriate hours, taking required breaks and documenting time off – even if all our time is at home. How do we make sure we’re doing all that?

It’s our responsibility to ensure employee’s have safe working conditions, have access to the resources they need to do their job and are treated equitably.

It is up to us as managers to ensure we’re communicating the overarching mission and vision of the organization and translating that into actionable goals among the roles that report to us.

It’s a lot.

How Are You Managing?

What support do you have to ensure that you are not only compliant but communicative? Not only informative but inspirational? Not only meeting expectations but building excellence? There are a number of resources at your disposal:

• Your company’s employee handbook – if it is up to date – should have all the basics of employee policy and procedure covered. This is where you’ll find things like how much time employees can take off for what kinds of reasons. How many breaks they should have and for how long. What the processes are for requesting a leave or documenting sick days. And more.
• Your own manager can provide direction in terms of overarching goals and senior management expectations.
• Your Human Resources department should be able to refer you to internal and external resources for people management practices.
• Your management colleagues can be a good source of information and support.
• A google search can point you to a plethora of people management tips, courses and training from free to exorbitant.

The important thing, if you are a manager of people, is that you find trusted information and guidance. Because if you think about your own best and worst managers and how they impacted your ability to do your best work, you’ll quickly be reminded of how important it is to do that job well.

Management Guidance

Here is a mini coaching session on management. It’s free. No one should have to struggle to figure out management and human resources leadership but good mentorship is hard to find.

These are the kinds of awesome tools and approaches our members learn in UPschool and my goal is for you to be able to build the most confident, inspired and contributing version of yourself. Won’t you join us? Membership is half price through 2020. For year round management expertise, live coaching and resources join UPschool today.