The 5C’s of Effective Management
So you’ve hired the best and brightest, now ready-set-go?
Not exactly. If you want to be a better leader, you need to learn the 5C’s of effective management.
Assembling a great team doesn’t end with handshakes and offer letters. Don’t just manage people, motivate them instead.
People want to feel they are working towards something, that there are no secret tricks, that the playing field is level. Create a space where people want to be, with others they like, and you’ll be able to maintain and retain your top performers.
Communicate well and often.
Establish an effective method to reach everyone that matches the demeanor and culture of your workplace.
Give proper notice about meetings and special events.
Let everyone know of changes to benefits and procedures in a timely manner.
Keep things in writing, whether physically or digitally.
If someone is not working to expectations, you need to let them know, however painful or difficult that might be.
Be clear about the company’s vision and everyone’s role in seeing that vision come to fruition.
It’s sometimes hard to keep on top of this, but it’s absolutely essential.It’s hard to take a company/boss/manager seriously if they can’t get their communication act together.
As much as possible, provide opportunities for team members to collaborate with each other, with different teams, and with senior management.
There’s no need to blur the lines of authority, but allowing everyone’s brain power to co-exist can be powerful. If employees are allowed to contribute ideas, it makes for a more democratic workforce, and you may get new ideas and innovation as a result.
There will naturally be more buy-in and motivation if someone has a connection to a project. If a contribution is a success, celebrate and reward the person or team who was responsible. Repeat as necessary.
Remember the “human” side of human resources.
No one needs to become a doormat, but provide as much flexibility as deadlines and workflow allow. Even the most dedicated among us must deal with occasional interruptions from our personal worlds.
The more valuable a person is to the company, the more flexible a manager should be. Of course, there are limits, and you should decide where those lines are to be drawn. But there’s no sense in having rules for their own sake. Break a few as needed to allow people to balance their working lives with their personal ones.
Design opportunities for employees to get to know each other personally.
- Company sports teams
- Family outings
- Season tickets
Whatever you choose, start creating your own traditions.
You’ll get to know your team better, and may notice strengths (and perhaps some weaknesses) you didn’t recognize when everyone is on their best behavior in the office.
If you head up a smallish team, take each person out to lunch at least once. Check in with them about their job, but also about their own lives, their dreams and plans. Where have they been? Where do they want to go? You’ll likely get a more complete picture of your team if you get to know the individuals behind their workplace personas. And, you might even have a good time in the process.
Yes, money is important…it’s the main reason we work, after all. You absolutely need to be fair about people’s time and reward them accurately.
One of the main reasons people leave a job is to obtain a higher salary elsewhere. Stay on top of what professionals in your field earn and adjust accordingly. But, compensation comes in many forms and not all employees pray before the almighty dollar.
Offer the best medical benefits package that is reasonable.
Instead of salary adjustments or bonuses, you could also offer
- More vacation time
- Stock options
- Professional memberships
- Retirement savings options
- Tickets to events
- Subsidized housing
- Employee discounts
- Paid leave
- Tuition reimbursement
- Child care
The list goes on, and can be as creative as your team.
Yes, it can take time and attention to keep people energized and motivated. But it’s an effort that pays off. If someone feels good about their job, they’ll be far less likely to leave it.
Want To Learn More About Being A Great Manager?
Sign up for our free newsletter and join thousands of other subscribers to receive monthly articles on management and leadership, HR news and updates, and more.
Latest posts by Balance Point Team (see all)
- Employee Engagement: Common Misconceptions - February 19, 2019
- Ask the Advisor Roundup – Are we allowed to do that? - February 12, 2019
- 8 Employee Engagement Statistics CFO’s Can’t Ignore - February 5, 2019