7 tips for managing a team.

I've only ever seen junior or bad managers claim that management is an easy role.

Having worked in huge corporations and in central government, along with a number of small businesses, I've found that keeping a full team happy, motivated, productive and content is like trying to spin 500 plates. In the dark. with a blindfold on and a dog biting your ankle.

But...you can make a difference to your own team. The people who directly report to you.

These are your core employees and their performance directly reflects on you.

This isn't meant to be a management guide but there are some little gems that I have learned over the years.

1) one size really does not fit all. Most people like being appreciated but I have had a couple of employees who immediately take their foot off the gas when you praise them (yes really). To be a good manager, you should actually know what motivates people and then think of this if you need to speak to them about an area of improvement.

2) What is your goal. What do you want to achieve by speaking to the team member? Is it to increase their work, stop chattering, deal with other behavioural issues? Before you go wading in, think about what you actually want. If it's something simple like "don't play with your phone in work" then you can simply say to them "Hi, please keep your phone away" and leave it at that but if someone is not hitting target or seems to be off pace, I've found that asking them "is everything ok, you don't seem yourself lately" can often result in a discussion which get's you the improvement you need AND the loyalty of your team. Going in all guns blazing can often result in an outcome that nobody want's.

3) Be aware of mood changes. This is much easier in practice than it sounds. Just spend a moment and think about the normal pattern of behaviour of your team. If one (or more) of them suddenly seem truculent or quiet then do ask. Take them into a private room and ask how they are doing, ask if there are any area's of concern. This will make you a more empathetic leader and allows you to address issues before they manifest (you can also really cut down sick leave because unhappy people are the ones who take time off work).

4) Do you need training? This can be a question for your team or for yourself. Starting with you, be honest; if you feel out of depth in certain situations, get training. Nobody was born a manager; most good managers have had the foresight to seek training when needed. This can also be a question for someone on your team. If one person isn't doing a particular task, ask them if they need training in it; you might be surprised how many people avoid things they are not confident in.

5) Don't deal with your team when angry. In virtually every situation where you are angry, you will not behave how you would when calm so I have a policy that if I am really unhappy with a team member and angry, I book a meeting with them for the following day. Then I rationalise it and think about it from their perspective before the meeting. This means that I don't make rash decisions (well I do, but not with my team).

6) Ask them to explain what they did. Rather than tell a person that they should not do "X", instead, ask them to explain what they did. You can usually see them realise that they have slipped. By doing this, the same behaviour rarely shows again (as nobody likes to admit they are wrong).

7) Sack them. If you have explored all of the above and they will not improve then consider your own time and the morale of the team. Sometimes, a person has to go. I would always recommend you seek professional advice on dismissing someone but when you do the deed, do it nicely. I've only had to let 3 people go in 27 years. I know that each one was justified and it was not done in anger; rather as a need for the business. Strangely enough, if you have a team member who is disruptive and a bad influence and you cannot change them, then if you don't sack them, you will be doing yourself and the other team members a dis-service.

Good luck!