tips for effective employee management

7 Tips for Employee Management for Your Small Business

Employee management can be challenging. Different people and situations require different approaches. It’s not going to be too difficult, though, if you have an idea of the best practices and viable solutions for the issues you encounter. Here are seven top tips and insights on employee management.

Employee Management tip #1 – Good Communication

It’s not enough to simply have communication. It should be open, unambiguous, transparent, and effective communication that allows everyone’s side to be heard. Tasks and assignments should be clearly communicated. The management should hear out complaints and concerns while at the same time foster an attitude of openness among employees.

Implement a communication system that is fast, easy, and traceable. For example, if you regularly use emails to communicate with employees regarding updates and assignments, require recipients to acknowledge the receipt of emails. If you use chat clients or messengers, make sure that the messages cannot be deleted unilaterally by any party. Of note, Facebook is allowing users to erase sent messages. You can’t use a platform that allows message senders to alter the records of correspondence. The records are necessary to hold everyone accountable.

Employee Management tip #2 – Promote positivity and camaraderie

Along with enabling good communication, it’s also important to promote positive relationships and fellowship in the workplace. One of the most important employee management tips is to encourage the following:

  • Everyone in the office or place of work should be able to perform their functions harmoniously. Issues should be resolved before they worsen into something that impacts the way employees perform work or interact with each other.
  • As much as possible, factions should be avoided. It’s generally inevitable for employees to have their respective cliques, but a good manager should emphasize the value of teamwork and working towards a common goal.
  • Conduct regular activities that bring employees together in productive and positive interactions. These include team-building events, social gatherings, and schemes that prevent employees from not interfacing with each other. This is essential if you want to manage employees effectively.
  • If you conduct internal competitions, ascertain that everyone understands that the goal is to enhance the quality of output and not to have everyone involved in unhealthy competition. Some would argue that internal competition is counterproductive, but it helps to motivate employees in many instances. Try it and evaluate the outcomes. If it does not yield the desired results, you obviously have to discontinue it.

Employee Management tip #3 – Assign jobs properly 

Micromanagement is largely frowned upon by most management pundits. To achieve efficient operations, managers should learn how to delegate effectively. However, it’s important to be meticulous with it. You can’t just assign something to someone deemed capable of fulfilling the obligation based on the position or job description.

A review of the employee’s previous performance is also necessary. Don’t overwork employees. Similarly, don’t underwork them. The assignment of tasks should be a thoughtfully-made decision. Reminder: Employee management also means task assignment and workload balance.

Also, be open to alternative work setups especially for promising employees who can contribute a lot to your business. Take the case of some language service companies. Many of them use telecommuters from different parts of the world as their language experts. It’s a logical decision since it’s easier and cost-efficient to find native language experts and have them work from home than to require them to work in an office. Most translation, localization, and other language-related tasks can be performed over the internet anyway. There are situations when you have to compromise to get the right people for specific jobs.

Employee Management tip #4 – Say “Congrats” and correct poor results  

Motivate employees by letting them know that you are aware of how hard they’ve worked and how this hard work has resulted in an excellent output. Provide performance bonuses if you have the budget, but most of the time, a simple acknowledgement can be enough to boost employee morale.

On the other hand, be sure to correct bad performance. Take note of the keyword here: correct or rectify. As much as possible, solve work results that are below par without making employees feel that they are being penalized. Encourage them and teach them to set priorities to achieve what they need to do.

It’s easier to motivate people to do good when they truly acknowledge their mistakes or inadequacy. Punishment, ideally, should only be used for witting failures or abuses on the part of employees and it must not be considered as main part of your employee management strategy.

Employee Management tip #5 – Follow Logic and Rules

Bending rules and significantly changing your management style to suit the nature of your employees rarely produces desirable results. It’s acceptable to make some adjustments to meet employees halfway on certain matters, but to be virtually submissive to what employees want is tantamount to being ineffective.

Set deadlines and rules that everyone should follow. Exemptions should be rarely allowed, only for extraordinary and justifiable cases. You can assert your authority without acting like a dictator if you genuinely know and understand what you are doing. If you observe due diligence, you can do the following effectively:

  • Catch employees who are low-balling when they complain about deadlines or amount of work
  • Realize if you are being unreasonable or oppressive with goals, assignments and deadlines

Sometimes, to achieve the best employee management tactics, you need a combination of decisiveness and flexibility.

Employee Management tip #6 – Set Limits

It’s laudable for managers to establish good personal relationships with employees, but it’s imperative to maintain clear distinctions.

A good manager makes employees understand the difference between a friendly or kind manager and a good manager. A boss can be approachable without being abused especially when it comes to deadlines, performance of responsibilities, quality of work, and respect for authority.

Employee Management tip #7 – Lead by example

This sounds cliché – and it is! However, many still think that being a good example is simply doing things or being what you want others to follow. It’s not always the case. You can be an academic underachiever but a good manager to a team of intellectually excellent employees. You can have the aura of being an elite and effectively manage blue-collar workers. It’s all about setting the right work attitude and compliance with rules and goals.

A good example for employees is someone they can respect and someone who helps them achieve the desired outcomes.

Effective communication, good relationships, proper delegation, the acknowledgement for good work, decisiveness, the distinction between work and personal life, and being a role model are vital factors in effective employee management. 

Discover more tips and hacks for your small business on the PeoplePerHour’s blog.

Sean Patrick Hopwood
As the CEO of Day Translations, Inc., Sean Patrick Hopwood oversees a global network of language experts who provide translation, interpreting, localization, and other related services to clients worldwide. He takes pride in having mastered the management of workers from different backgrounds working in traditional and alternative setups.
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