Manager Management
- Home
- Skills & Tools
- Manager Management
Every company has certain subsets, units, or functional departments, each having an individual in charge of the staff working as well as the group of tasks being performed there. The ability to coordinate as well as oversee the performance of all such managers is known as the manager management skill.
This skill is mostly required for the top level or middle level managers who have hired the lower level managers and empowered them, to a certain degree, to make decisions in the best interests of the company.
Why are manager management skills important
The importance of manager management skills lies within the fact that success of any organization depends on how well its managers are playing their respective roles. Managers have the power to make or break a company. Therefore, supervising their performance is equally important to the supervision of their subordinates.
Managers are the individuals who are ultimately responsible for instilling an achievement- oriented and high-performance mindset in the staff of their respective departments, encouraging teamwork alongside everything else. Therefore, for the sake of the overall organizational success, it is important to manage all such managers and ensure that they do not fail to fulfill their duties and responsibilities.
How to improve manager management skills
The following measures must be taken in order to improve manager management skills:
- Set short term goals as well as long term vision. The first key to improving your manager management skills is let managers know what are they contributing their efforts for. Share with them the short-term, measurable goals as well as the set vision i.e. a clear picture of what you expect your business to have achieved in the long term. This will help them a great deal in the independent decision making.
- Measure tasks using a quantitative approach. The best approach towards determining whether or not managers are performing well is to establish quantitative measures to determine how well their respective ‘teams’ are performing. For example, keep a check on whether or not their respective teams have achieves revenue targets, brought in new customers, or managed to operate within the allotted budget.
- Try to be the coach, instead of being a referee. Watch your own behavior if you want to be emulated by your managers. Find opportunities to coach your managers on dealing with conflict situations instead of ignoring or dismissing them.
