10 golden rules of effective management
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These rules leave plenty
These rules leave plenty of wiggle room to apply your own personal “brand” of leadership and management.
Stay true to these principles in addition to your own, and you’ll unify your team in a rewarding and enriching environment.
Help people enjoy workHelp
Help people enjoy work
Help your people enjoy coming to work, and they’ll do their best work for you. You don’t need a pool table or dress code abolition to make work fun.
You can make the workday more enjoyable with new elements such as surprise lunch outings, a dedicated break room or even just casual conversations with your workers.
If you’ve done any
If you’ve done any one of these or maybe even all of these – you’re a “manager” – Even if your job title doesn’t include “manager.”
And, as an entrepreneur, you’re already a manager, because almost every one of your responsibilities has some management element to it.
Be the exampleAs the
Be the example
As the manager and leader, you should set an example in terms of your behavior. If you show up late, your team will be less punctual. Strive to be your own ideal of the perfect worker, especially in front of the team.
Never go with ‘one-size-fits-all’
Your team is comprised of individuals with unique preferences, strengths, weaknesses and ideas.
Focus on individuals, and customize your approach to fit each one.
Forcing employees to work
Forcing employees to work a certain way can breed resentment, even disloyalty while being too soft can lead to bad habits, laziness or boredom.
There’s no “right” management style, as each employee and company is going to have an individual perspective.
But there are some universally “wrong” ways to manage. Avoid them by following these 10 “golden” rules of effective management.
Remain as transparent as
Remain as transparent as possible
Transparency shows your integrity as a leader and builds trust with the individual members of your team.
Encourage all opinions and ideas
Never chastise a team member for voicing an opinion respectfully — even if it goes against your original vision or isn’t well thought out.
Cutting someone down for voicing an opinion builds resentment, and discourages people from sharing their new thoughts.
Listen and ask questionsIf
Listen and ask questions
If someone doesn’t agree with your management style or doesn’t like the direction of the company, don’t silence that person. Listen.
Ask questions to your entire team: What do you think of this? How do you feel about that?
This open dialogue makes it easier to proactively identify problems and work together to create a mutually beneficial environment. It will also make your employees feel appreciated and acknowledged.
Be consistentBefore your management
Be consistent
Before your management approach can be effective, it must be consistent.
You must reward the same behaviors every time they appear, discourage the same behaviors when they appear and treat every member of your team with an equal, level-headed view.
Focus on clarity, accuracy, and thoroughness in communication
How you communicate to your team can dictate your eventual success. When relaying instructions, recapping meetings or just doling out company updates, strive for the clarity, accuracy, and thoroughness of your communication.
Set the goal of
Set the goal of working as a team
If you want your team members to work together, have them work for something together. Give staffers a unified focus and purpose, to inspire them together.
Publicly reward and recognize hard work
When a member of your team does something exceptional, reward him/her. Do this in front of the group.
The only caveat goes back to rule one: Be consistent in your rewards so you won’t be seen as playing favorites.