To ask you how to be a good manager(and what not to do)

[middlewomanager]

I am a new manager (5 months in)
New to role new to team
Lots of instability before i started
What do I need to do?

People perform better when inspired, encouraged and motivated.

don’t micro manage

listen and be prepared to change your mind but don’t be scared to make a decision

make sure people are clear about what us expected of them

be consistent

• Please do not micro manage. Unless there a problem you need to deal with if you are confident in your team let them do their jobs.
• If you want to make changes understand why something is as it is first. Talk to people.
• Be prepared to just listen sometimes.

I left a job I loved when we got a new manager who did all the things I hate most in a manager.

Remember that you are managing the role, not parenting the person. You are in a more senior and influential professional position; as human beings you are equal. Always keep that in mind in conversations.

Don't be late for meetings that you booked

Don't reschedule meetings that you've booked constantly

Trust your staff to do their job

Definitely don't micro manage (I left a job because my manager couldn't leave me alone, I had been doing my job very well for three years with no complaints until she rocked up!)
Be fair with time off, there will always be one member of the team that feels they are more entitled to time off than everyone else, notice it and monitor it.

Listen, communicate, get to really know your team and treat them all as individuals

When you say you'll do something, do it. I can never trust that my manager will do what she says so I have to chase her for everything and it's very wearing. And destroys trust.

Ask the team what changes are required and listen to the answers.

Schedule weekly check ins

Be consistent and reliable. Our new team lead is flaky and makes promises she can’t or won’t keep. She reneges on plans and is abrupt in her emails. She answers what she thinks you asked but not what you actually asked. Don’t be like her.

I was going to say the same. When I was a manager all my staff were amazed and happy that I did what I said I would. It made them trust me a lot more.

Trust your staff
Don't micromanage
Don't be dismissive if they come to you with a problem but equally don't expect to be able to solve everything
Treat them like adults

Lead by example, don't micromanage, thank them, encourage communication - they'll find it easier to approach you when they need help, before the shit hits the fan. Suggest solutions when there's a problem, don't dwell on recriminations as to why things have gone wrong.

I had a terrible manager who micromanaged and was very friendly with 2 of the team members so it was horrible going into work as he didn't even say good morning to me and I felt not trusted. If I'd ask for time off it was always a problem and he'd say we'll need to check if anyone else needs time off. The manager I have now is professional. Checks in with me. Says well done when I've done good work. I feel trusted and much happier and willing to work as hard as possible. Not that I was unwilling to work hard before, just it was really hard to act happy at work when I felt so utterly disliked and not trusted. Agree with all the previous posters points. The fact that you are asking and care about being a good manager inidicates you likely are a good manager.

Take an interest in staff’s lives - not over the top but remembering to ask how things went e.g. one of my staff moved house recently and she was delighted I remebered and asked her how the move went. People like to be treated like individual people and not just workers in my experience.

Come & watch mine then pretty much do the opposite!

Most people want to do well in their jobs. They want to be productive and appreciated. I've managed people for almost two decades now. Ultimately, you just treat them like people, the way you want to be treated, make sure they have a manageable workload. Sort out problems when they raise them.
If you simply do what you can to make sure they can actually do their jobs and they know you'll be flexible if they need it, then you barely need to 'manage' them, they manage themselves.
Yes, you'll get the occasional shirker and then hard lines need to be put in place, but most people will do brilliantly if they know you'll treat them fairly and have their back.

Be responsive. That doesn't mean being constantly available, but make sure you acknowledge messages quickly, planning in time later on if needed to deal with any issues.

Learn to delegate - this eases your workload and creates development opportunities for your team, so this is a win/win - make sure everyone has a fair chance at these opportunities, don't given them all to one or two people.

Don't overlook the people in your team who quietly get on with the job. It's easy to let your time be swallowed up by problem or needy team members, and your praise to go to the stars of your team, but the solid core of people working reliably away are your backbone and deserve your attention.

So many great points already made.

Don't be afraid to ask your team 'what can I do to make your work easier?' Your staff will probably know the systems better than you at the moment, and so they'll also be aware of the faults in the systems.

Have your team's backs. Protect them from unreasonable management. That doesn't mean being argumentative, but it does mean being assertive to your bosses about what is and isn't possible, and what is and isn't fair. The worst bosses I've had have been those who have focussed on pleasing their manager, at the expense of their team.

Don't worry about being liked. Be fair. Fir example, if your place of work has a code of conduct or dress code etc, enforce it with everyone, every time. You don't need to be heavy handed, but an impromptu quiet word out of earshot of others.

Lead by example - never ask a team member to do something you would not be willing to do yourself. Where possible, do it yourself at times where no-one else is willing/able - or if they are hesitant, work alongside them the first time.

In a nutshell, focus on being someone who makes the lives of your team easier, not harder.

In a nutshell, focus on being someone who makes the lives of your team easier, not harder.

I came on to say this.

I'd also add that when someone underperforms start by exploring why, rather than focusing on the consequences of the underperformance itself.

Work out what each individual brings to the team and play them to those strengths. For those who are weaker in some areas work out whether it is best to protect them and the team from it or to help them get better at it.

Find out what they all want as their next role, and develop them towards it.

At the end of the day the buck stops with you.
don’t make yourself superior by making others feel bad.
if a team member asks/messages/emails, or whatever…….respond!
If you don’t know the answer, let them know you’ll try and resolve it…do not just ignore people because you consider them below you.
Be aware of things happening around you, no head in the sand stuff.
and certainly retain a good sense of humour!

Praise in public, reprimand in private.

When the shit is hitting the fan, roll up your sleeves and help, even if it's not technically your job any more.

Don't gossip with your staff, talk about people behind their backs, or disclose things about someone's job performance to their colleagues, ever.

Don't base your professional opinion of someone on their first three months working for you.

Where you have managerial discretion built into your policies, use it to your staff's advantage whenever possible.

Thanks for these
I really don't think I am doing very well so this is helpful

Sunday afternoon dreads already
Any specifics warmly welcomed

Needy bump for the evening crowd