The Ultimate Cheat Sheet on management challenges
The Ultimate Cheat Sheet on management challenges
Every team lead, supervisor and manager have daily challenges that need to be addressed and that is a fact of life everyone who has the task of managing people performance. What is important to staff members is not always important to the team lead, supervisor or manager.
As a team lead, supervisor or manager you are tasked to get the job done for your company in the best possible way without causing problems for your company and or boss.
“Peter F. Drucker, in his new book, Management Challenges for the 21st Century, provides insightful and timely information for individuals and organizations alike as they work toward common goals in the next one hundred years.
Neither individuals nor organizations can be successful if they stick with the old assumptions, according to Drucker, just as the horse and carriage can no longer compete with the automobile. If Drucker is right, then this has major implications for individuals, organizations, and management consultants who would use process models, personality type theory, and ideas of human consciousness to improve individual, team, and organizational performance.”
For starters let’s outline some of the most common management challenges faced by supervisors and managers currently and some ways of overcoming those.
Making the Right Decision When Hiring a New Employee
There is a saying that you do not create a problem employee, but you hire that problem. Choosing the right employee can be agonizing as today most interviewees are trained on interview skills before attending the interview. If you choose wrong, you’re going to end up hiring problems.
So what is the cure? Use a good selection process —do not “wing it” (most managers actually do).
Get trained in selection interviewing; consider using validated selection assessments; get multiple inputs, offer realistic job previews or shadowing, and work with a good HR professional or recruiter.
Inventory management challenges & solutions
Inventory challenge: We always seem to be out of stock on the items that are big sellers but the warehouse is overflowing.
Solution: Improve forecasting sales & quickly adapting to fluctuating customer demand, variable requirements or changing market conditions
Getting the Best from Your Employees
All employees are only human and have good days and bad days. Some of the causes are out of your control. But it’s important that you take corrective steps to you make as many days as possible “good days.” Here are some simple things that you can do without much effort and should have an immediate impact on employee performance:
- Treat every employee with the respect they deserve. Some years ago CIPD conducted a survey with employees and asked them what are their key motivators in the workplace, number one was recognition for a job well done. If you are praising an employee, give the praise in front of co-workers. If you have criticism for the employee, give it in private. For all but the worst underperforming employees, make sure that the praise happens much more often than the criticism.
- Help employees align their personal goals with their work goals. This worked for me on many occasions when I managed a large sales team. Talk with each employee about his or her personal goals: what they want to get out of life, where they want their career to go. To the extent possible, use this information to help you allocate work assignments.
“Alliance recruitment agency states the changes in business landscape during the recent times reveals that the human resource departments are surely going to face critical situations and challenges that are likely to evolve during the coming years and Productivity and Training are just some of those challenges. Once the headcount is sorted out by the human resource team of a company, the next thing that requires attention is productivity. In other words, when the level of productivity falls below the minimum expectations, the HR team needs to look for the source of the problem. As part of HR Advisory solutions, this problem is likely to arise due to lack of talent or resources. The next thing that comes in to the purview is training and it is a significant part of the performance when it comes to the employees of a company. To ensure that you get the best performance from the employees, you need to think of HR outsourcing for renewal of knowledge. However, if the problems can be resolved with in-house training, the human resource development team has to keep a track of the overall training procedures such as the number of employees that have received training or whether anyone has missed out the opportunity.”
Not spending enough time with your employees on career development
Employee development is a widely neglected function right across all industries. A large number of studies point to the issues that ensue when development needs aren't being met - frequently leading to employee disengagement and retention problems. From a manager's standpoint, taking a genuine interest in an employee's professional growth sends a powerful, positive message... and its interest that usually is greatly appreciated by those on the receiving end.
With the right training and appropriate approach team leads, supervisors and managers can get the best out of their staff by focusing on performance and not personalities. A lot of research has been done in the area of managing performance and I have just hit on a tiny piece in this article. In summary I will leave you with this message “Get a person to do, what you want them to do, the way you want them to do it, because they want to do it themselves – that’s motivation at its best.
Management and Sales Training Specialist
- Management Skills
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