If you are the boss, or a manager, then managing staff in an organisation entails a combination of rational and appropriate implements for the staff and teams you manage in order for workloads to be executed on time and to a high standard, a progression of skills which you develop and can pass on to others, and a management approach that is accommodating but also very comprehensible about standards and what you expect from employees within the business.
All staff members need to have a sense of purpose and worth, a feeling of being important and appreciated for their work, but there also needs to be a clear understanding of what is flexible within their job and what is not open to discussion but it is also important for staff to know they can ask questions and feel at ease doing so, using internal communication tools.
From time to time the essential values of managing staff can become lost in the high pressure environment of a business, aspects such as actually meeting the day-to-day needs of clients, managers and other stakeholders. However, every business and organisation is only as successful as the way it selects and manages every one of its staff. When things do get pressurised, it may be useful to go back and review the organisation’s staff management handbook.
The management of staff involves good recruitment, strong systems to work and adhere to and the aptitude to exchange clear staff principles into performance.
A common sense of purpose: Often the reason for staff being there is not examined and they are not often reminded of the history and accomplishments of the organisation.
Well thought-out values, such as integrity, deference and so on – that are discussed with staff and used as the basis for any actions or responses to management.
Simple rules or policies that are available for everyone to access and written plain and clearly without any jargon and in good English that provide the information about conduct and actions that are required and those that are not.
Every person should know exactly why they are there, what has to be done, how to do it and how they know when a job is done properly.
Clear sign that staff members are valued – including rational working conditions, attractive rates of pay, management who respect employees.
Trust is developed in each staff member and this leads to staff trusting in the leadership – honesty and integrity at the centre of all relationships.
Clarity is what is negotiable and what is not negotiable for staff and what each staff member is allowed to do – and what freedom he or she has in work based situations.
Clear goals for what the organisation wants from its staff as a whole, each team and each individual.
A simple approach to managing staff where team leaders and managers work with and not on top of staff, allowing staff freedom and creativity.
Problems are dealt with immediately but within the standards and procedures of the organisation.