Workers are able to provide their best skills and expertise when they are afforded some comfort and freedom, looming over their every move can feel suffocating.
LOS ANGELES (PRWEB) February 24, 2021
In the work-from-home environments most of us find ourselves in, acting as a manager can be a truly daunting task. However, CEO of GR0 Kevin Miller has five management tips that can help leaders enable employees to do their best work, whether they be working from the homes or in an office. Miller has years of experience serving as a Director of Growth in his experience with both Spire Inc. and Opendoor, and spent over two years working for Google, giving him key insights on both sides of the conversation. While he works to improve Google rankings for clients, these tips will serve you well no matter what industry you work in.
Firstly, it’s imperative not to micromanage your employees. Miller’s experience has taught him that workers are able to provide their best skills and expertise when they are afforded some comfort and freedom, looming over their every move can feel suffocating. This might seem simple, but it requires strong resolve to let employees make decisions and act on their own, and will likely be uncomfortable at first. It’s important to understand that mistakes are errors and a part of living, and by allowing them to happen you can create learning experiences and professional growth for employees. With some time though you will be able to see your employees learn from mistakes they make, and feel they have the freedom to try innovative new things within your company.
Secondly, your workers won’t like you if you can’t exhibit any positive reinforcement towards them. There is no worse feeling than to spend hours toiling away on a project only to be dismissed with a few affirmative words or a shrug. Ensure that the people who work for you know your appreciation towards them, and that you’re voicing it when they do great. This even extends beyond the workplace, in that you should congratulate peers for accomplishments in their personal lives and help them to feel good about everything they do. Those who want to go above and beyond could offer small gifts as well, like a champagne bottle to celebrate a marriage, some flowers for new parents, or even a hand-written card. Attaching a physical manifestation to your gesture helps it to stick with the other party, and can leave them with positive keepsakes.
Thirdly, the best way to communicate expectations and clear timelines with peers is to simply write out for each party. At GR0, Miller is able to create comprehensive agreements between himself and other members of his company by taking the time to sit with them and devise a clear list of goals, responsibilities, and deadlines, which helps enable the aforementioned lack of micromanagement. Additionally this can be a useful way to set up two-way dialogues between yourself and your employees, in which they can have faith that you yourself will complete certain tasks just as they will. These do not have to be lengthy, drawn-out contracts, but being proactive in your communications and expectations is far more important than simply being reactive and asking how things went awry.
Fourthly, you need to care more about who your employees are as people, and not just as employees. It may be difficult to keep track of them all, but keeping notes on what people are up to so you can display interest in a child’s soccer game or someone’s fitness goals helps to build deeper relationships. Events that happen outside of the office can easily affect someone’s performance at work, so having the personal context for their output can help put events into clearer focus. Additionally people are more than their skill sets, and having an understanding of who they are will help you see how they contribute to the company and its culture, not just its workforce.
Finally, with plenty of experience working in startups Kevin Miller is keenly aware of how everyone in a company can help offer feedback and improve it, so please listen to them and implement changes where you can. If you want employees to feel invested in the workplace then they need to have a say in how it operates and the ability to have their voice be heard. This doesn’t require much effort either, as it can be something as simple as a bulletin board in the office, or just an extra segment within company meetings. Importantly, if you do make a change in response to an employee’s suggestion, make sure to name them so others can see the process in action, and can understand how they too can influence the workplace.
In these tips is a consistent theme of treating the people you work with as colleagues, no matter their place on the hierarchical chain. Your employees are people just as you are, and have the same needs, drive, and other obligations that anyone might. The key difference is that as a manager, you hold a position of power and are able to exert greater influence across the entire office, to individuals or entire departments. But it’s important to reserve that power and not make employees feel repressed by your instructions, and to give them a say in areas where it’s appropriate; it’s about hitting a key balance between interpersonal relationships and getting work done.
These practices have helped Miller develop himself and the people around him over years of experience, leading him to being the Co-Founder and CEO of GR0 today, where he leads a team of over thirty employees in Playa Vista, California. For more information about GR0 and its services, you may visit us online at http://www.gr0.com or find us as @gr0agency on Twitter, Instagram, and Facebook.