Start-ups are reliant on their staff to succeed. They’re the pioneers: working hard to pave the way for a brighter future. While this success is spread across the shoulders of many, there is one position that facilitates it. Business managers, those who manage both the business and the workers, can make or break a business. There are plenty of cases of a start-up filled with potential failure due to mismanagement. Clearly, something should be done to ensure that a manager facilitates success and not prevent it. To help you out with that, below are some tips to keep improving as a manager.
Promote Open Communication
What is a business without communication? Many start-ups fail not just because of a lack of resources but also because of a lack of communication. Think about it: how many times do we feel like we could have resolved something immediately had we just communicated about it. Open communication is necessary to ensure that problems or issues are immediately remedied by those who can. Berating or reprimanding people for what they say (especially for work-related issues) will only breed discontent and make people not want to communicate.
To promote open communication, be the first one to show it. Admit mistakes and say how you’ll improve on them. Be forgiving and allow your coworkers to try again. Open communication is built on trust and respect, and those two things should always be at the forefront.
Examples of bad managers are rife and plenty. Those who are extremely strict, those who don’t respect emergencies- basically things you shouldn’t be doing. Be the manager who understands that emergencies happen and help your employees through them. If they need an emergency dentist because of debilitating tooth pain, help them! Especially if it’s happening in the office, take the initiative and assist them in making sure the emergency is addressed. If they call in saying they can’t come that day due to unforeseen circumstances, don’t hold it against them. The simple truth is that far too often, managers disrespect emergencies in favor of ‘efficiency.’ But let’s all remember that we won’t be efficient when worried about an emergency in the first place.
To create a sense of normalcy in your work environment, patterns and schedules can be of great help. This is why companies strive to create effective systems to ensure productivity levels are positive and that KPIs are met. As a leader, one of your responsibilities is to make sure that everyone is following the processes. Also, you have to make sure everyone understands why they should follow processes. Don’t expect people to blindly follow the company and not even try to understand it. Transparency is one of the key factors that make people stay in an organization. If people know what they are doing and why they are doing it, there are more chances of them choosing to stay.
..but Be Flexible
In contrast to consistency, businesses also constantly work on improving existing systems and innovating new ways for better productivity. Especially now that technology is always introducing new systems and solutions, to hold on to old traditional ways is simple stubbornness. Whenever an employee finds a hole in your current system, whether by mistake or through careful study, treat it as a positive outcome. Instead of lashing out or punishing the employee, focus on how you can fix or change the part of your system that’s faulty.
Be a Leader, Not a Boss
Managers We often encourage our employees to “go above and beyond,” but we as managers should first display it. Going above and beyond can mean quite a lot of things, but for managers, this means not just being a manager but a leader. Instead of giving out orders and imperatives, point your staff in the right direction.
Empower them to accomplish things on their own and grant them the autonomy to succeed. When your staff has autonomy, they’re more eager to do things (and do them well). This also avoids the usual problem of micromanaging: since tasks are being accomplished, there’s little to no need to obsess with their every action at every hour. Look at results instead of what they’re doing by the hour. This offsets your load and gives them the agency to perform.
Small businesses can be challenging to maintain, more so to grow. You need to hire the right people who believe in your cause. And, of course, you need to have the right leaders to help you guide your people to your goals.