My management style is about communication, teamwork, and accountability.
The communication part of the job covers a wide range of important management tool such as: creating a proper job description, creating S.M.A.R.T. goals, constructive feedback, positive feedback, progressive discipline, training, and ongoing changes at work.
When we hire an employee the job description is posted, and that job description becomes a guide for what the manager expectations are for someone doing that job and should be referred back to when evaluating positive or critical feedback. Keeping job descriptions relevant ensures the document will help with recruiting the right people while also providing guidance once they are on the job.
Job descriptions …show more content…
Toastmasters is well known as a leader for training public speakers, and part of what we do in Toastmasters after prepared speeches is provide real time feedback with an evaluator. As you might imagine some first speeches are not very good but if the evaluation is too harsh do you think the speaker would come back to the club? Probably not, however we also have the responsibility to our members to provide the feedback that will make them better speakers. With these ideas in mind we focus on providing both constructive feedback, possibly limiting it to just a couple key points, and finding something they did well without embellishing. We need to leave the speaker’s dignity and motivation intact while helping them improve. I see this philosophy as appropriate to the workplace as well. We want our feedback that motivates them and makes them want to improve.
When an employee has had repetitive issues performing their job then it is necessary to have a process for action in dealing with their performance issues in a constructive manner. In the spirit of communication documenting the issue well including examples, dates and actions needed to improve performance is critical to having a high performance team, and positive team morale. Team morale suffers when poor performers are not held …show more content…
With my call center background looking at metrics closely and drawing out their meaning was an important skill. Some of the metrics used have been: employee turnover, employee internal promotions, department goals for quality, service, and sales, community engagement, business proposals, project timelines achieved,and project goals achieved.
I believe my management philosophy and style is successful as I have had successful teams and projects over the years. My team at Northwest Community Credit Union achieved all its sales goals for over 6 quarters while no other manager had that level of sales success. While managing the rollout of new online banking software we met the deadlines and achieved all our project goals. In the call center business where employee turnover is a reality, at each place I managed employee turnover was more due to employees who were being promoted than to employees who quit or needed to be terminated.
Thank you for the opportunity to tell you more about myself as a
The communication part of the job covers a wide range of important management tool such as: creating a proper job description, creating S.M.A.R.T. goals, constructive feedback, positive feedback, progressive discipline, training, and ongoing changes at work.
When we hire an employee the job description is posted, and that job description becomes a guide for what the manager expectations are for someone doing that job and should be referred back to when evaluating positive or critical feedback. Keeping job descriptions relevant ensures the document will help with recruiting the right people while also providing guidance once they are on the job.
Job descriptions …show more content…
Toastmasters is well known as a leader for training public speakers, and part of what we do in Toastmasters after prepared speeches is provide real time feedback with an evaluator. As you might imagine some first speeches are not very good but if the evaluation is too harsh do you think the speaker would come back to the club? Probably not, however we also have the responsibility to our members to provide the feedback that will make them better speakers. With these ideas in mind we focus on providing both constructive feedback, possibly limiting it to just a couple key points, and finding something they did well without embellishing. We need to leave the speaker’s dignity and motivation intact while helping them improve. I see this philosophy as appropriate to the workplace as well. We want our feedback that motivates them and makes them want to improve.
When an employee has had repetitive issues performing their job then it is necessary to have a process for action in dealing with their performance issues in a constructive manner. In the spirit of communication documenting the issue well including examples, dates and actions needed to improve performance is critical to having a high performance team, and positive team morale. Team morale suffers when poor performers are not held …show more content…
With my call center background looking at metrics closely and drawing out their meaning was an important skill. Some of the metrics used have been: employee turnover, employee internal promotions, department goals for quality, service, and sales, community engagement, business proposals, project timelines achieved,and project goals achieved.
I believe my management philosophy and style is successful as I have had successful teams and projects over the years. My team at Northwest Community Credit Union achieved all its sales goals for over 6 quarters while no other manager had that level of sales success. While managing the rollout of new online banking software we met the deadlines and achieved all our project goals. In the call center business where employee turnover is a reality, at each place I managed employee turnover was more due to employees who were being promoted than to employees who quit or needed to be terminated.
Thank you for the opportunity to tell you more about myself as a