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- Checklist: Recruitment process
On this page
- Learn what makes a good manager
Choose good managers
At times, good employees are promoted to managers because of their technical skills and not because of their people skills. A good manager usually has a combination of both. Where managers lack the requisite people skills, there is often disengagement with staff which can lead to a number of issues - and one of the biggest consequences for a business is that skilled staff will leave the organisation.
Even managers with good people skills may find they only engage with staff when there’s a difficult conversation to be had. This is often due to time constraints, but waiting for an uncomfortable situation to sit down with your staff can make these scenarios more challenging than necessary.
Use our Workforce information template to see what skills your existing staff have.
Provide clear expectations
People get frustrated and demotivated when they don’t know exactly what is expected of them. It starts at the top with the CEO, and is important for every level of leadership in a business.
Create a culture where you state clearly:
- vision, goals, roles, values and behaviours
- results, reporting, quality standards, timelines, priorities
- safety, policies, communication expectations (emails, phone, report formats)
- written lists of agreed actions and outcomes.
Encourage people to ask questions to clarify.
Use our Performance and development agreement plan template to clarify agreed actions and outcomes and our HR manual template to develop clear policies in these areas.
Let employees use their skills and provide recognition
Encourage staff to work on areas they are passionate about and interested in developing. Encourage their input, ideas and feedback.
Frustration and boredom are counterproductive. So you need to match jobs and people with the right skills. Do a skill assessment and discover special skills in your employees. Experiment with projects and roles to get the right fit.
Recognise and reward a job well done. If a
person is recruited for a role and not given the opportunity to use their skills, they may not deliver the best work and may leave the job.
Set up regular meetings for you to review staff performance and for staff to provide feedback about their goals and achievements.
Provide support where needed
Seems obvious but there are often managers who don’t really care about their staff and make no effort to show interest. This is bad word of mouth. Get to know your staff - what is happening in their lives, what motivates them and offer assistance when they need it.
Be people-proud and committed
What do you do to ensure the staff feels important and passionate about the product or service the business provides? Some businesses have a community commitment and this creates a shared pride in what is being achieved. You want people to take ownership of what they do and feel pride.
Encourage staff to get involved in decisions
Ask staff for opinions and ideas. Listen to what they have to say. This makes a huge difference to them and will provide an environment that is open to innovation and improvements. This creates job satisfaction.
Encourage your staff to provide feedback
Some managers forget they are role models. Encourage day-to-day feedback discussions. Be open to giving and receiving positive and constructive feedback. This is a great way to establish an open and honest culture in the workplace.
Use our Communication skills for managers page to set up proper feedback channels
Encourage learning and development
Promote learning, and opportunities to develop new skills. Staff need to know there is time to do it and a positive emphasis on gaining new skills. Do you have recognition for learning and developing new skills? Learning is about developing new skills and improving the ones you have. Give people the opportunity to grow; they will tell everyone what a great employer they have.
People need a break from work to share fun moments. This could be a casual day, afternoon tea with a difference (culturally focused food), trivia competitions, team outing/lunch, etc. Find a way to build this as a regular part of your workplace.
Case study: Grow your business through employee engagement