Question

250 WORD RESPONSE, AGREEING/DISAGREEING etc.

As a manager, it is important to know the strength and weakness of your most valuable resource, your people. Being compared to a game of chess, managing is about knowing how all of the pieces work together, how they move, their capabilities and deficiencies. Know when and how to apply the greatest strengths each individual on the team has to offer is vital to running day to day operations and forecasting for future tasks. The fine-tuning of this team members capabilities comes from trial and error, giving them responsibility and accurately reflecting on their performance. Delegating responsibility to the right person on the team is a way that can drive accountability, ownership, and repeated results. Tweaking the roles of your employee’s daily functions will give the best idea of what they are capable of, and what traits or tasks require further training or attention.

A way to enhance the work experience is to incentivize the performance of your employee. Reward the great performance, and provide feedback that can be taken positively even when they may fall short of their goal. Interpersonal skills are important when developing a trusting relationship between employee and manager. Each employee will react and respond to criticisms and coaching differently from one another. Know who it is that you are interacting with and what they are most likely to be responsive to in order to attain the most desirable results. In this case, the most desirable result would be efficiency, willingness to learn and retention of training.

I learned that I must be careful of how I approach giving feedback to others. I want to have a positive impact and build them up, not make them feel inferior or not worthy of being on the team. Using positivity will ensure that people may be more receptive of my commentary than being judgmental, or too critical of their performance. Knowing how and when to apply your team members in job functions will help overall productivity, and give a heightened sense of self worth to the team. I want people to enjoy coming to work, and understand that they are important here. Human nature will encourage people to believe that they are always right, and everyone else is at fault. I do not want to be the manager that blames his team for failure every time something does not go as planned. I want to be the blame for not keeping my team in a position to succeed. Human nature will make an individual respective, or turned off by feedback depending on the person’s approach to the situation. We are all hard working individuals, and no one wants to feel inferior or useless.

I want to use my newfound knowledge to become more self-aware of the impact I have on my team during day to day operations. I want to put my team members in a position to shine bright by utilizing their strengths rather than give them tasks that may be too much for them to handle. Capitalizing on the strengths of others will mean that my job will become easier, too. Eliminating rework from the daily equation will give me more opportunities to help further the job skills required to take our organization to the next level.

Answer 1

From the perspective of a manager, it seems to be a very benevolent and silk glove approach to manage employees. It might look good in ideal conditions, but then, the world is far from being ideal. The hit and trial approach to identify suitability is not advisable because it will disrupt the work badly. It would be better to devise tools to identify the right people for each roles. As regards feedback, one must be honest as a manager while giving feedback. Praising someone just because he or she will feel offended is neither going to do anything better for the organisation, nor for person. It is good to motivate someone, but keeping him /her in a fool's paradise is not good either. One must know his her weaknesses to rectify them and learn continuously. Each person is here to work, earn and learn for himself, and it is duty of manager to tell him to take responsibility, rise to the occasion and make his /her mark. If they don't do this, it is your fault because you did not make them learn in right way. Maybe they don't like your adverse comments today, but they will thank you tomorrow for making them a professional and responsible person.