new manager looking for tips

[ladybirdbirdlady]

I've just taken on a new retail role managing a team of 8 staff. There are certain tasks that need to be completed throughout the day, and others by the end of the day. I'm finding it difficult because some members are very diligent and do all that's asked of them but others are making all the right noises and nodding in the right places but just not doing the job.

I thought that as adults, these staff members would just get on with the tasks set at the start of each day without being micro managed, but I was wrong.

Does anyone have any tips or good books to read so I can arm myself with some good ieas? Do I need to check back on the lazier ones every five minutes to see if they're doing as they should? Do I need checklists for each person to follow rather than telling them once and expecting them to do it in their day as they see fit? Its unfair if the more practive ones are carrying the others and I want to make sure they're all pulling their weight equally.

Can you do weekly or biweekly check ins? Like mini progress meetings designed to keep employee in touch with manager on a 121 basis. Can literally take 5 mins pp. Dress it up as, they address any concerns they have with you and you check how their work is going. Maybe kick them up the arse a bit? Just an idea, I have no managerial experience but my old manager used to do this and it made him seem like he gave a shit!

Thanks for taking the time to reply. I think progress meetings are a great idea. My only concern is that they'll think they're doing brilliantly but I'll have to let them know there are issues with their work so they might not be too happy with me! Suppose that's the nature of being a manager - can't be everyone's friend.

My experience of being a leader is that you’ll spend 80% of your time managing 20% of your team - if you allow it as those are the wrong ratios. Managers often spend disproportionate time managing average/low performers to do better, yet those doing a good job are overlooked and can become disengaged and leave as a result - the opposite of what you want.

My advice is be very clear about expectations and consequences but do not hand-hold/micro manage as otherwise ^see above. You set standards, check the required training is in place, ask for their^ suggestions of how to improve etc. and then collectively agree that is the service level (whatever) everyone is working to. Anyone not working to that is then addressed accordingly and it’s important you do that else all the good workers will leave.

You are not everyone’s best friend but you can build a reputation as a fair and authentic leader who is respected. You do that by setting standards, expecting performance to that standard, addressing when it’s not achieved and celebrating/rewarding when it is.

From experience, I always found a team meeting better than a one-to-one meeting, often people are more confident in speaking up/raising questions, etc in a team situation, rather than in a one-to-one scenario. It’s almost like it’s also less time consuming as you only have to do it once rather than repeating the same thing half-dozen times over. Monday morning team brief is more productive than one on a Friday afternoon.

These are really helpful comments, thank you. I'm taking notes!

You are being tested by a few. They will not improve until you show them that you have the confidence to manage them appropriately. As has been said, there is no need to micro manage, just make it clear that you understand what their job descriptions are and that will guide your expectations. You will realise eventually that even though they are all adults you will have a few who act like sulky teenagers who will invest more effort into doing nothing than actually working

You are welcome, all the best