Management Tips

Middle management can be a tough job and those in that position face challenges from both their subordinates and their superiors. The long term success of a middle manager often depends on their ability to adopt strategies and techniques that promote cooperation and collaboration.

Taking responsibility is very important. The establishment of clear responsibilities and roles makes sure that every person in a business is aware of exactly who is accountable for what, a technique that prevents confusion, misunderstanding and stress. The creation of clear business goals, comprehensive project plans and responsibility matrices directs the work and sets expectations. The most effective middle managers set high standards and lead by example. Middle managers also need to be willing to take the responsibility for the actions that result from his direct reports as his ability to lead is ultimately responsible for staff competency.

It is also important for middle managers to have the ability to build relationships. Developing skills in decision making, influencing and negotiation is crucial to being able to solve problems.

Beyond ‘Great job!’ Give praise that gets results

Everyone likes a pat on the back and a hearty “well done.” But making praise a truly effective motivational tool requires a little planning. Here are some pointers:

• Show some purpose. Making workers feel good about themselves is only a starting point. The purpose of workplace praise is to improve productivity and reinforce positive behavior. Keep that in mind as you hand out the compliments.

• Aim for a specific target. Don’t just offer clichés or platitudes. For instance, if you’re pleased with how Conrad satisfied a complaining customer, don’t just say, “You handled that well.” Give some detail that tells him exactly what he did right: “You were wise to let the customer vent her anger and then offer good constructive solutions.”

• Be honest. Employees know when you’re faking it. Don’t offer praise unless you can do it sincerely. Passing out superficial praise can hurt your credibility instead of improving performance and morale.

• Find the right balance. Like anything else, praise loses its effectiveness if it’s overused. On the other hand, its power diminishes if it’s underused. Try to offer some sort of praise or positive feedback at least once a month. Give extra attention to new employees, those who seem to lack confidence, or team members testing the waters with new assignments. Otherwise, focus on those making an extra effort, accomplishing a difficult task, or exhibiting behavior you want others to emulate.