Being a manager is not just about getting more things done.  You also need to invest time to develop your team.  This means understanding each person's skill level, career goals, and creating opportunities for them to learn new skills while at the same time accomplishing what the company needs this team to accomplish.  This probably sounds like a lot of extra work, but it's worth it.  When you care about the success of each of your team members, they will in turn care about your success and go above and beyond to perform.  A good manager invest time in people development.  Find the value of an employee by inspiring them to be incredible.

Being a manager is not just about getting more things done.  You also need to invest time to develop your team.  This means understanding each person's skill level, career goals, and creating opportunities for them to learn new skills while at the same time accomplishing what the company needs this team to accomplish.  This probably sounds like a lot of extra work, but it's worth it.  When you care about the success of each of your team members, they will in turn care about your success and go above and beyond to perform.  A good manager invest time in people development.  Find the value of an employee by inspiring them to be incredible.

 

In conjuction with a mindset to develop others, as a manager, it is critical to know how to provide constructive feedback.  No one is perfect.  Everyone has strengths and development areas.  It is your job as a manager to let each of your team members know how to leverage their strengths and provide good examples of where and how to develop.

 

This may sound simple but if you worked hard to get something done with your team, your ego may instinctively want to claim the credit since you are the team leader.  Resist!  Nothing demotivates a team more quickly than a manager who claims all the credit.  Always give credit to your team.  They will appreciate it.  Leadership is smart and will naturally credit you even if you do not claim it.  Your team will think you are a great manager.

A good manager gets to know their employees.  They use smarter goals and delegate authority.  Get some insight into the lives of the people you hired.  Learn about who they are and where they are going.  Find out what motivates each individual to do a good job so you can capitalize on it.  Convey goals that are specific, realistic, and measurable.  As long as your employees can see the light at the end of the tunnel, they will keep working towards it with enthusiasm and focus.  You know the bottom line.  Instead of micromanaging everyone else's work, explain to them what your bottom line is, and assign them a certain amount of authority so that they can take charge of the task at hand.  By opening up new possibilities, your employees will be encouraged to do the job the way they would do it if they were in charge.  Provide a clear system of incentives for your employees.  Everyone enjoys a reward.