Managing employees is one of the most important tasks in a company. Managers, who are called team leaders, group leaders or department heads, are usually responsible for managing employees. What does employee leadership actually mean? As an employee leadership definition, it is stated that it involves controlling and influencing the behavior of employees. Another definition employee leadership states that it is about the goal-oriented involvement of employees in the tasks of the company.
However, managing employees should not tempt you to control or manipulate them, but to help employees develop their full potential. Only when everyone works together as a team can operational processes run properly.
What is employee management?
Good supervisors are supportive of their employees while keeping the success of the company in mind. The goal of qualified employee leadership is to:
- Motivate employees
- create a positive working atmosphere
- improve productivity
- Encourage personal development of employees
- controlling goals
Employee management can have a decisive influence on the performance of individual employees, cooperation and cohesion within the team as well as the success of the company. Want to be a good leader? Here you will learn everything you need to know about leadership and the opportunities you have to develop into a perfect leader.
In every company, certain methods of employee management are used to increase employee motivation and productivity, as well as to retain good employees in the long term. Those who approach the tasks assigned to them with motivation and satisfaction usually perform better. Monitoring the achievement of goals set by the company is also part of employee management. Prior to this, the objectives are defined in the appraisal interview. One of the tasks of a manager is to accompany, promote and secure the performance processes.
The most important means of good employee management is communication with employees. The success of personnel management in a company essentially depends on the communicative competence of a manager.
What can good employee management achieve?
Much can be achieved through qualified, value-oriented employee management. Employees who are motivated and whose achievements are appreciated are willing to perform and loyal. Challenges in the team are better mastered when the relationship between manager and employee is characterized by respect and trust.
Value-oriented modern employee management helps to defuse crisis situations and promote cohesion between employees and departments. When managing employees, it is important to treat all employees correctly, kindly and well. Qualified employee management means respecting and focusing on people and their personalities.
A good leadership style contains values and clear principles to which employees can orient themselves. Qualified employee leadership is characterized by:
Competent employee management and development has a positive effect on the company's success. In a trusting environment, employees can develop optimally and will therefore perform well. As a manager, you should set a good example and deploy your employees according to their abilities. A strong team performance you create by taking into account the skills of your team members and putting everything in the right framework.
What makes a good leader?
Good leadership is an ongoing process that requires your full commitment. Leadership is not limited to conducting appraisal interviews, individual interventions or temporary application of tools. It is important to continuously interact with employees, with other departments and with the entire company environment. Are you now asking yourself the question: What competencies do managers need? A supervisor should have the following core competencies:
- Sense of responsibility
- Emotional intelligence
- Patience and resilience
- Constructiveness and solution orientation
With your personal commitment, you as a manager can ensure that your employees are motivated and productive, feel good at work and therefore strive to contribute to the best of their abilities.
An obsolete Leadership style and poor employee management can, on the other hand, lead to a reduction in the willingness of employees to perform, team cohesion is impaired and the company's goals are jeopardised.
The most common mistakes in managing employees
The employee management is a responsible task. However, when managing employees, mistakes can happen that have unfavorable effects. The most common mistakes made when managing employees include:
- lack of communication
- lack of appreciation
- provide insufficient guidance
- unfair behaviour
- Not trusting employees enough
Lack of communication
Lack of communication often leads to misunderstandings and disagreements. Your employees should always know what is important and what is expected of them. Communicate in clear and concise terms and address problems directly. Take time to talk to your employees. This will help you avoid conflict situations and create a pleasant working atmosphere.
Lack of appreciation
Lack of appreciation is one of the most common reasons employees quit. Frustrated employees who feel unappreciated despite their accomplishments often change jobs. Clearly express your appreciation by praising your team for good performance. Praise and recognition increase motivation, so your employees will try even harder to complete their tasks.
Giving too little orientation
As a manager, you are the role model that others look to for guidance. If this orientation is missing, your employees feel left alone. You are the mediator between the management and the employees, who have to think about the Company goals informed, objectives set and these regularly monitored.
Unfair behaviour should not only be taboo in the workplace. In order for your employees to work together as a team and support each other, you should always be fair to them. While there may be some "favorites," it's important that all employees on your team can rely on you to be fair.
Not trusting employees enough
It often happens that employees are underestimated. Sometimes it is because the person may be shy or reserved or simply has little work experience. Part of your job as a manager is to encourage and support employees. People grow with the tasks. A vote of confidence from the superior can be inspiring and spur on great achievements.
How to recognize your best employees
Good employees are indispensable for any company. They work hard, perform excellently, are committed to their team and are always reliable. Basically, all employees should have these competencies. However, there are some differences between good and excellent employees. Recognize your best employees:
- strong sense of responsibility
- exemplary manner
- Willingness to compromise
Excellent employees have a strong sense of responsibility. They can distinguish between the important and the unimportant, set their own priorities and complete their tasks independently. They are characterized by an exemplary way of working. In order for work to be completed on time and projects to be finished, these employees also accept overtime. The Loyalty to the company is a matter of course for them. Willingness to compromise and flexibility are among the strengths of the best employees.
Willingness to compromise is very important in the workplace. However, not every employee has this competence. Excellent employees are able to accept the opinions of others and compromise when it serves the work and the company. They think about work processes, make suggestions for improvement and independently develop solutions to correct mistakes.
At work, the focus is on results. The best of your employees can work result-oriented and focus more on their goals than on themselves. Often, they are the ones who quietly deliver top performance. Therefore, pay attention to who in your team is particularly involved and convinces with performance rather than with big slogans.
Methods for optimizing employee management
If the leadership leaves a lot to be desired, the team does not perform as required and the working atmosphere suffers, it is time to change the leadership style.
There are various methods that are used to optimize employee management. When leading employees, a distinction is made between direct and indirect leadership.
Direct employee management
In direct employee management, the aim is for the manager to implement leadership in a concrete, individual and situational way. The direct method focuses on topics such as:
- Criticism and praise
Indirect employee management
Indirect employee management is characterized by a different approach. In this method, employees are to be motivated by creating certain appraisal and promotion guidelines. These include, for example:
- Employee reviews
- Performance evaluations and appraisals
- exact job specifications
- strict regulations of the working day
Direct and indirect employee management are two levels that intertwine and influence each other.
Lateral employee management
Lateral guidance is referred to as leadership method of the future considered. Leading laterally means leading without disciplinary power. This is intended to flatten hierarchies and improve the relationship of trust between managers and employees. Since this method aims at the company growing together into one unit, the boundaries between the departments become blurred. Work across projects and departments takes place in so-called competence teams. In lateral, hierarchy-free leadership, you as the leader are expected to create a common framework for profitable collaboration. In order to implement this method, the interests of all employees must be included.
Employee management with the help of individual and group discussions
Communication is the basis of good employee management. This includes not only regular employee appraisals, but also group sessions and team meetings where employees can have their say, talk about problems and make suggestions for change. The interview method also provides for individual coaching of employees who need to be promoted. Reasons for a one-on-one meeting with the manager can include poor performance, mistakes at work as well as preparation for a promotion. It is important to note that the conversation with the employee is an important tool and not a disciplinary tool.
10+bonus tips for employee management
You want to become an excellent leader and bring all your knowledge, skills and competencies into your leadership? Our 10 leadership tips will help you!
- Situation analysis
- Help and support
- Respect your employees
- Make and keep agreements
- Praise and recognition
- set realistic goals
- build trust
- lead authentically
1. situation analysis
First analyse the situation before you talk to your employee. The objective situation analysis helps you to recognize whether an error is actually attributable to an employee or has arisen due to organizational deficiencies.
Good communication between managers and employees is the basic prerequisite for effective employee management. Take time for personal conversations, even if the daily work routine offers little scope for this. In this way, problems can be solved quickly and misunderstandings clarified.
3. assistance and support
Your employees depend on your help and support. Even though working independently is expected, there are many things you can do to help your team and support your team members. Don't wait until a mistake is reported to you, but be proactive and offer your support.
4. respect your employees
Showing respect for other people should be a matter of course. As a manager, you are also measured by your behavior. Respect your employees and bring your Appreciation expressed in conversation and in the daily work routine.
5. make and keep agreements
The agreements you make with your employees should be respected by both sides. In this way, you provide structure in the workplace and avoid disagreements. Your employees should be able to rely on you. That's why it's important to stick to agreements.
Fairness is not only appropriate when it comes to salary. You should also be fair when assigning tasks and projects and not favour or disadvantage any of your employees. Interaction with your team should always be fair.
7. praise and recognition
Praise, recognition and appreciation are important tools of employee management that have an enormous effect. Every employee appreciates being praised for good performance. Recognition and praise have a motivating effect and improve the working atmosphere.
8. set realistic goals
As a manager, you set the objectives in your work area. Even if the goals are based on the needs of the company, they should be achievable. Develop concrete goal formulations and discuss them with your team. In this way, you can see what effort is necessary to achieve the goals.
9. build trust
A good relationship between manager and employees benefits the working atmosphere. Building trust is therefore very important. This works best through communication. Your employees should know that they are trusted. Too frequent or too strict controls, on the other hand, signal Mistrust. If employees feel that they are being bullied, this can affect their Personal initiative diminish
10. lead authentically
Be authentic! You are a unique personality and the way you present yourself will be perceived by your employees. Convince your team with your personal leadership style. Ensure clear structures and create the conditions for a positive working atmosphere.
Our bonus tip:
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