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If anyone can share suggestions and/or tips for a new (first time) manager of a group of 15 employees, I would be eager to hear them.
Be a good listener and always say thank you.
Treat everybody respectfully.
Like Syag says, listen to what people tell you. The ones who are in the loop often have the best input to change/improve things. Eizeh hu chochom? Halomed mi kol odom. Everybody will have something you can learn from them. You are not the king. You are there to lead them and make sure they are producing to their utmost.
Hatzlacha rabba! and Mazel Tov on your going up in gedulah!
I tried to give from both perspectives. Happy employees (who doesn’t want to be happy at their job?) are more productive employees, which is good for the company. You as a manager will be successful if your employees produce better and are happier than with the previous manager.
Remember, your first obligation is your job and your responsibilities to your employer, not the employees who report to you. A good manager knows how to balance both. Hard to give practical examples since different types of jobs require different skills from a management perspective.
The common denominator in any situation is that your role as manager is to bring out the best in each employee to make them as productive as possible for the company. It means working with each direct report as well as your manager to make it work for each employee. Also remember, it is your job to enforece company policy, not be a nice guy to everyone who asks for a favor.
I don’t see how you can separate the two (as the above posters also mentioned). My advice was based on the actions of an employer I had for years who was great, and when I used her derech for myself when I managed others it worked very well.
You have to be careful to avoid a common error for new managers. Among your 15 employees, there will always be a few who tend to slack off and not do their fair share.
The tendency for new managers is to avoid conflict and shift the burden to your good employees to get the work done on time.
While this may work in the short term, what you will end up doing is rewarding the slackers with less work and incurring resentment from your good employees who are fully aware of what is going on
Most companies have written policies regarding progressve disciplinary steps. However, before you start that process, meet ith the employee, note that you’ve observed a lack of production and offer your help. Perhaps they don’t understand the process or are working inefficiently. If these steps don’t produce results, then you have to take the disciplinary approach.Because you are new at it, ask either your supervisor and Human Resources for guidance.
Use the same name every day.
The Wolf
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