#1 reason of why people quit; Bad management.

In majority of exit interviews the most common reason is conflict with a boss or someone directly in charge of the individual.

Business should do everything they can to not be considered a revolving door. Whenever a company has to hire another individual, wait for them to be accustomed and properly trained, They lose money. It is more efficient for a company to retain employees for mostly all cases.

Manager vs Leader

Explicitly: A manager is someone who gets things done through other people, While a leader, Inspires individuals to accomplish tasks. The question to follow is; Which one is better? The answer is you should be both! Use management skills while inspiring the ones you are in charge of.


Mintzberg Managerial Roles

Mintzberg Came up with a list of roles that a good manager should have and skills the should be good at;

  • Interpersonal
    • Figure head- A manager should be a symbolic head of any organization, although tasked with routine duties such as dealing with angry customers, the manager is someone anyone can turn to for help.
    • Leader- As a manager you should have the ability to inspire people to be better and make improvements, even as simple as inspiring employees to wake up and come to work happy every day.
    • Liaison- The manager should be able to maintain the network of people necessary to assist employees and accomplish the organization’s task
  • Informational
    • Monitor- a manager needs to be able to keep tabs on all the areas they are in charge of, this also comes with admitting you can not handle your current load if it’s to much.
    • Disseminator- every manager needs to not only have the ability to spread the information they have to where it needs to be, but also being able to understand the information they are delivering.
    • Spokes person- Managers need to be able to present to clients, Upper management, and employees. This can become critical in their ability to lead.
  • Decisional
    • Entrepreneur-Managers need to be able to think for themselves and manage their objectives as if it was their own company. Truly caring about how your company does, and not just riding along, makes a huge difference in your management skills.
    • Disturbance handler- Every manager has to be able to manage conflict, conflict between employees, situations, and management clashes. Knowing a cool headed way to handle every issue is critical to your success as a manager.
    • Resource Allocator- A manager needs to understand what resources they have at their disposal and how to efficiently manage these resources to get the most production out of the resources you have.
    • Negotiator- Negation and compromise is critical for anyone in any workforce but especially management teams. The ability to talk through a problem and show your side and opinion of things in a calm way is extremely helpful.

Management skills

  • Technical skills-  Knowledge of organization and special expertise.
  • Human skills-The ability to work with people on a personal basis.
  • Conceptual skills-The ability to mentally analyze any problem.

Successful manager vs effective manager and how to be the best of both

  • Successful managers are said to spend around 50% of their time networking
    • Networking with clients, bosses above them, and employees.
    • The reason this type of manager is so successful is because all the bosses know their name, bosses know who they are. This does not mean that they are the best at getting things done.
  • Effective managers spend 50% communicating with workforce and directing resources.
    • These manager may not receive the recognition they deserve, but they are said to be the ones that that get the most done.
  • The best type of manager needs to spend enough time networking people know who they are, but also ensuring that the level of production is getting things accomplished.


A happy employee will make a happy customer

Customer satisfaction is huge in this market. There are soooo many companies doing the exact same thing, organizations need to do something to set them apart from the others. The most stand up output that gets more results than anything else is customer satisfaction. The best way to get great customer satisfaction is to have happy employees that are willing to do everything they can to make the customer happy.

Enhancing employee well being at work

Family life styles are changing, the workforce is changing, and so are the employee’s priorities. Employees, due to what ever kind of rising cost of living, are being forced to work longer hours and on the global scale, work never sleeps. Due to these reasons, employees are picking employment based on the “enjoyment factor” A prime example of this is Google. Google is claimed to be the most desired employer, if you are asking your self “why?” right now, please stop reading this, and type in a google search of ” why work for google.” Google focuses on not overloading employees and giving them a space in which they foster creativity and even better production. Google has had extremely impressive results from their employees and leads a model everyone should try and follow. I had an individual in charge of me tell me on the first day, “This job consumes over 80% of my life, I like to have fun during my work.” His word was true and to this day we take time out of every day we can to have a little bit of fun. Some of the things we do is shoot hoops at a break room after lunch for about 15 minutes after eating, and on Fridays we take turns playing each other in games of ping pong. This gives me a point to look forward to on the rough days and gives me a break from the stress of the job.

Creating a positive work environment and getting the most production out of employees

As a manager, these following ways can increase the positivity of the organization and the production rates of the employees.

  • Know the employees- Employees want to work for employers that know about the things going on in their life. Sending flowers during an important time of an employees life can do amazing things to motivate that employee.
  • Focus on strengths, not weakness- putting employees in positions that play to their strengths vs. weakness. This simple adjustment can give an employee more confidence and make them happier to do what needs to be done, knowing they are good at it.
  • Know their goals- If you know an employee is looking to go to a certain direction in the the field, They are more likely to be long term dedicated employee, knowing that you, the employer, is trying to get them where they need to be.
  • Find out where the employee is most effective- Asking questions like, “When at work do you feel you accomplish the most” “what scenario do you feel most capable of handling issues in” “How do you respond to ___________” “What makes you feel least productive?”


Creating an ethical work enviroment

As a manager/ employer you should outline a code of ethics and as a manager/ employer you should not push the employee to the border of being unethical. Employees stuck in what they consider an unethical environment can cause extreme mental stress and internal conflict that can result in employees leaving the company. As a manager, ensure you know the code of ethics and what your company is and is not okay with.



This is a can of worms I am just going to barely touch in but would be well worth your time to further research on your own.

Everybody is different. Everybody. Personal stigmas and stereotypes that sway your opinion can not only be a liability to your company but is also wrong. Obviously certain jobs require certain traits and maybe even body compositions; You should never look for a type of individual that you think can do a task but more a individual that is qualified to do said task. As a manager, one needs to be careful that you do not try to fire someone based on your opinion of them. To avoid a potential lawsuit, Any lack of performance should be documented, and not just written in a note book. Call in the employee, Tell the employee the facts of their level of production, keep all opinions out of the notes and conversations. Give them ample opportunity to fix their level of production, quality, ETC. Again, the topic of discrimination is a HUGE concept that I can not fit into this post, but it is critical to knowing what is and is not discrimination as well as harassment.






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