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Manage the POSITION not the PERSON

By nicholasclayg ·
Hello all,
I have just recently ran into a few problems with my assistant manager. I like to call him the man in the red coat. Ever seen THAT guy? Its the information man, the man that always has an answer no matter what the subject and doesnt matter if they are right OR wrong. What im saying is he is the micro manager from ****. He will assign a task to one of the guys, and then somewhere down the line he completely starts taking over EVERYTHING, as if he lacks confidence in his people. I come to find out that my asst mgr knows ALOT about peoples personal lives, which I feel is a bad thing to do. Let me share some insight on this with everyone. It is just in case you might have gone through this already, or just some "preventative measures"

Any thoughts on this? Share some of your experiences, we all probably could learn something from everyone's mistakes- I know I have =)

A:) most important in management is you manage the POSITION >>NOT<< the person. IE, Working your schedule around the person you manage. This is bad for everyone and results in a bunch of crap. (Yes im not at work so im gonna start spittin' some slang ya heard lol)

B:) Manage toward the objective= USE YOUR RESOURCES. This is some Truth for you that may be in a position of where you feel that its overwhelming or just down right hopeless. For example if your boss gives you reports that need to be done, divide them up with your people (AKA resources) Why should you have to micro manage every little thing that comes up? If you are doing the other persons job- WHY ARE THEY PAYING YOU A MANAGERS SALARY IF YOU ARE DOING A WORKERS JOB AKA "HOURLY EMPLOYEE"

C:) The Big picture. Ever had a monumental task at hand that seemed like the end of the world? Of course you have we all have. The main thing to do here is don't freak out! Again this goes back to utilizing your resources and breaking down the project into mini projects IE "Ok today we need to do this and this and then this thats all you need to worry about" instead of shocking your employees, leak it to them slowly and just be constant, not a slave driver but constant.

) Give praise Lightly, critique heavily. What I mean here is that sometimes mgrs give too many compliments to fast, giving the person a good warm fuzzy feeling but in the end you hurt more than help. It makes people lazy. Trust me. Instead do this, every time you compliment follow that up with a suggestion such as "Hey Craig that was awesome work I really liked the implementation.However I really think that next time you should try this..." Basically its a compliment and suggestion all in one. Cutting out the need to do both seperate, and it leaves the person happy, but also lets them know that you are the man and you are watching.

Holy crap that felt good, all week I have been trying to get my people to re establish a goal and stop the bleeding within the organization but sometimes you just have to start fresh. I basically replaced the ENTIRE division with a new set of faces. Had to be done, it was either them or me and I AINT LEAVING, I LIKE BREATHING DAMNIT. Anyway, Thought I would share some thoughts on my experience this week, and to share some insight to others who might feel overwhelmed by projects/managers/whoever.

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