十个积极的信息也许会让你的经理工作更有成效

10 positive messages that'll make your managers more effective

http://www.hrmorning.com/10-positive-messages-thatll-make-your-managers-more-effective/

Nobody ever said being a manager was easy. Here's an upbeat look at how your supervisory people can increase their effectiveness - and become the managers everybody wants to work for.

Mike Brown, writing on the blog Managers Are Heroes, offers a laundry list of things that'll spark enthusiasm in managers and employees alike. Here's a sampling of his straight talk for supervisors:

Demand excellence. Mediocrity sucks. If you do not demand excellence, that is what you'll get - a department full of mediocrity. When you ask people to describe the best manager they've ever had - no one says "it was the slacker manager who played Words with Friends all day"… No, it was the one who pushed us - and challenged us to do things that we never thought we could do.

Be passionate.

 Believe in your people. Be their No. 1 fan. Let them know it. Believe in them more than they believe in themselves. If you don't believe in your people - then why do they work there? When you truly believe in your people, you'll be surprised as to what they can achieve. If you don't  - you will get what you wish for.

Listen. No…Really…Listen. How often are you planning what to say next - instead of listening to the person sitting in front of you? It's OK if you don't get your point in. It's OK if there is uncomfortable silence after the person is done talking because you're not prepared to jump in. The important thing is to allow people to express themselves - and truly be interested in what they are saying.

Have fun. We spend too much time in the office not to enjoy ourselves. Be silly.

Tell 'em about the 3 things. Communicate your top 3 priorities on a regular basis. Tell them…Tell them again…And then tell them one more time. It's a morale killer to work hard on a task/project and then find out it was not really a high priority. If you want your people to be independent thinkers who consistently go above and beyond, make sure they know what your top priorities are.

Say thank you. We get so busy that sometimes we forget the simple things. Your people may not show their appreciation every time you say thank you. But I guarantee they will remember when you don't.

Delegate important tasks. I know…I know…"Who has time to teach someone this task? It would just be easier to do it myself." When we delegate important tasks - we honor our people. We are telling them how important they are - and how much we trust them. When people know they're trusted and are responsible for important tasks, they're more engaged and more likely to go above and beyond for you.

Give "attaboys" - OFTEN. Have you heard this one before - "My people get paid to work here. They will know very clearly when they're doing something wrong." That …Won't …Fly …Anymore … As a rule of thumb, try to give your people at least one piece of positive feedback per week. If you cannot think of one positive thing to say about your people - you may want to think about whether that person should be working with you.

Have their backs. You won't get the most from your employees - if they don't feel it's safe. If their first concern is to document their actions so they don't get in trouble - you're in trouble. Your people need to know that you will go to the mat for them. This may mean taking the hit from above when someone on your team makes a mistake or pushing back on a task when you know that your team is already overloaded. Words are cheap when it comes to this - you are going to have to prove this one with actions.

 

【译文】十个积极的信息也许会让你的经理工作更有成效

从来没有人说作为一个经理很容易。下面讲述的是管理人员如何监管才能更加有成效，并且让每个员工都很愿意工作。

迈克·布朗在他的博客上认为经理都是有能力的人，所罗列出来的语句都是会让员工热情澎湃的。下面是他和监事对话部分选取：

需求精益求精。平庸很烂。如果你不要求精益求精，你就会去一个平庸的部门。当你问别人怎么来形容他们曾经遇到过的经理，没有一个人说："经理是整天游手好闲的人"......不，而是要求我们做我们从来没有想过能做到的事情的人。

有激情。相信你的人。你是他们的头号粉丝，并让他们知道这一点。让他们认为你比他们更相信自己。如果你不相信你的人 - 那么为什么他们要为你工作呢？当你真的相信你的人，你会惊讶于他们能达到什么样的的程度。如果你不这样做 - 你不会得到你希望的东西。

倾听。你总是计划接下来该说什么 - 而不是听坐在你面前的人？如果你没有做到这一点，如果在别人完成说话后会觉得沉默不舒服，那是因为你不知道最重要的事情是让人们表达自己 - 真正对他们在说什么有兴趣。

玩得开心。我们不喜欢花太多的时间在办公室里，这是愚蠢的。

告诉他们有关的三件事。定期与前三名沟通。告诉他们......再次告诉他们......然后再告诉他们一次。这是一个振作士气的任务，随后就会发现它是不是得到真正的高度重视。如果你想你的人是思想独立的，就要确保他们理解你的首要任务是什么。

说声谢谢。我们很忙，有时我们忘记了简单的事情。你对你的员工每次说谢谢的时候，可能不会表现出你的赞赏，但是我保证，当你不说的时候，员工们会记得的。

委派的重要任务。 "谁有时间去教别人这个任务？自己应该更容易做到这一点，"我们告诉他们，他们是多么的重要，并告诉他们我们多么相信他们。当人们知道他们是值得信赖和负责重要的任务，他们就会更加投入，更有可能去超越你。

频繁的给予。你有没有听说过- "我的员工在这里工作得到报酬，会很清楚知道什么是该做的"作为一个经验法则，尽量给你的人每周至少一次反馈。如果你不能想要积极和一个人谈话，那么你应该想想是不是继续和他合作。

给他们依靠。如果他们觉得他们没有安全感，你就没有办法充分的利用员工。如果他们首先关心的是记录自己的行为，使他们没有麻烦 - 你就麻烦了。你的人需要知道，你会去给他们靠山。这可能意味着有人会在工作中犯错误或者是推卸责任，当你知道你的团队已经超负荷运作了的时候，你必须要有一个明确的行动了。