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Do your Managers know to Manage ?

A manager’s role is crucial in any organisation. He is the driving force that leads the subordinates to the company objectives and is the connecting link between the higher management and the bottom line. He is the channel adopted by the top management to convey the company’s mission to the employees. The customers too are dependent on the manager as they expect him to understand their needs and thrust the team towards its attainment.

To be a successful manager, he should possess a thorough knowledge of the goals that are to be attained, and the processes that are to be followed for its achievement. Assignment of the tasks on the basis of individual strength of the team members is a prerequisite. “In order that people may be happy in their work, these three things are needed: they must be fit for it; they must not do too much of it; and they must have a sense of success in it.” John Ruskin. This task lay in the hands of the manager.

To be familiar with the subordinate’s fitness to a job and the quantum of work directed towards them a personal and informal relationship with the team members is indispensable. Proper time and people management removes the overload of work on the employees which can otherwise lead to stress. Proper delegation on the basis of a SWOT analysis of the team members ensures the completion of the job at the right time in a successful manner by enthusiastic employees. With stress related distresses being a major cause of worry, proper management of the process and tools essential for the job, backed by proper delegation reduces this predicament. A job supported by well planned processes and the right tools and an encouraging management helps in maintaining a work-life balance, which acts as a motivating factor to the employees.

A good manager identifies the subordinate’s potential and utilises them for the teams’ growth personal and company triumph. He advices the HR department in formulating training and developmental programs that adds to the efficiency of the employees. He also assists them in formulating HR policies on the basis of the needs of the employees.

A good manager applauds the achievements made by his team, thereby augmenting the employee performance. Respecting the contribution of the individual performers motivates the team to be more innovative and creative in their work. He also acts as a coach and a mentor guiding the employees to reach the realms of their career. Keeping a day-to-day track of the employee progress and its proper documentation helps in expelling the drawbacks of the people. One-on-one appraisal meetings can be an eye-opener to the reportee to comprehend where he stands and where he has to travel for career development. This calls for a good communicative skill from the manager to convey the message.

To be successful in his role, the manager asks for the employee feedback and takes them as a challenge for making self improvements. He recognises the mutual role played by them in having a flourishing career.

Though many occupy the role of a manager, very few have the skills to be a successful one. A successful manager is a trump card to the organisation and is to be treasured for.

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