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New Manager Tips

By Edited Nov 13, 2013 0 0

New Manager Tips

If you are new to management, you may find that you've entered a completely different and complex world on your first day of work. It can sometimes be a big adjustment to lead and direct others, and to elicit cooperation among your employees.

Here are some new supervisor tips that may help make the transition a little smoother.

First Meeting

Take the time to meet with your new employes. Ask them about their work, and their expectations or concerns about you as their new manager. Be sure to take notes for future reference.

Most employees will tell you know what type of management styles work best for them, and how they'd like to partner with you to accomplish business goals. Your goal is not to mold yourself to your employee's expectations as much as it is to take into consideration, what their perception of a good leader is. You can then tailor your approach towards managing staff if appropriate in order to be more effective with each employee.

Although your approach should be that you use a leadership approach that is consistent and fair across the board, there are times when you'll need to tailor your approach based on your staff members' personality or a particular employee situation. People are different and you want to avoid a cookie cutter approach to management.

Getting Cooperation

Yes, you can get employees to cooperate by threatening to discipline or fire them. However, this will only foster hostility and resentment within your workforce.

Consider a more indirect approach for cooperation. Ask people to complete assignments or tasks. Most people realize that it is their job to follow your directions, and will do what is asked of them. However, when you ask them as opposed to ordering them, you show respect for their feelings. Always treat your employees as professionals.

Dealing with Dissent

There may be times when you ask someone to do something and they refuse. Your initial response may be to assert your authority and "order them" to do it. However, a better approach may be to simply ask them why.

They may have legitimate reasons for refusing. Your request may be creating a safety hazard or there may be some other kind of problem that if you were more aware, you'd think differently about the request.

When you ask why, you may solve some important issues within your work force. You also foster a more relaxed and comfortable work atmosphere.

You still need to get the work done, so ask why, but counter with why the task needs to be completed if your employees' explanation is more of an excuse. There are times when you will need to be firm and let employees know that there are consequences for not performing the tasks that they were hired to perform, or for being insubordinate.

Flattery versus Appreciation

Everyone loves a compliment. However, there is big difference between flattery and appreciation. It is never a good idea to dish out compliments as a means of getting cooperation. Your employees will easily see through that and they will resent it. No one likes to feel that they are being "patronized" or "talked down" to.

While you should never flatter, it is always good to let someone know that you appreciate their efforts. When you ask someone to perform a task and they do it well, let them know about it. They will appreciate the fact that you have acknolwedged their efforts.


If your new job is to manage or supervise others, always meet with your new staff. Ask your employees what they expect of you. Let employees' know what you expect from them.

Use an indirect approach to obtain cooperation from your workforce. Ask, instead or ordering your people, as this will show that you respect their feelings. If someone refuses your direction, ask them why, but be clear about your expectations. Do not use flattery to get cooperation. Instead use honest appreciation for a job well done.

These new supervisor tips may make a difference between success and failure.



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