So often "super workers" are promoted to supervisory/management levels without a careful assessment of their skills related to effectively handling this role. Think about the last time you promoted from within, as one example. I see it often, the person we value and like so much we "reward" them with a promotion, only to find they are in a job that doesn't match their skills, experience or talents. This results in misery for all involved.

What should you do?

Here are some quick tips:

Speak to them directly..yes actually ask how they are doing what they need from you, take the time to determine their needs and effectively mentor and train them.

Utilize focus groups to have open discussion on the workplace. When I facilitate such meetings, I find it most helpful to have the same level positions in the same focus group so there is sharing and growing from one another as well.

Carefully review exit interview information. Exit interviews are best handled by a third party and tracking objective feedback over time can be invaluable.

Finally, take note of employee relations issues such as regular conflict, high turnover, performance issues. This can often be a result of a manager who needs coaching on effectively handling the many aspects of their critical role.

Management of people is not a natural skill. It is NOT an easy job and requires nurturing and effective one to one mentoring and training in order to optimize performance and reduce costs related to ineffective management.

I work with this all of the time. Most people are trainable and eager so stop to take the time to determine what your managers might need. Since their skill levels vary, such assessment is person to person. In some instances it is the "boss" that requires additional training and skill development to effectively role model best management practices. Investing in your staff will save you and "make you" money in the long run, no doubt. You are never too busy to address your most valuable asset, your staff, especially those helping you manage your business.

Be open to growth! Be the best you can be!

For best practices, seek assistance!

My clients have the benefit of my support and ongoing training and consulting to build a strong management team. You can to!

Warm regards,

JBM

Jeannine Brown Miller

President

716-946-8381

jbm@jbmconsultingonline.com

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