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A confident lady

9 Tips on How to Be a Great Boss

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A confident lady

Bosses are the most misunderstood persons on earth! Even when they mean well, their actions and inactions affect company morale and productivity more than anything else. Now, not everyone knows how to be a great boss. But we all have stories to share of enduring a bad one. Employees go to work and want to do a good job but it is the boss that sometimes gets in the way of them performing well.

Have you recently been promoted to manager and you are worried about how to get your job
done without any heartaches?

Here’s How to Win the Boss-of-the-Year Award

Boss of the year mug

1. Communicate clear vision: ensure that employees understand the why and what about the organization.
2. Connect vision to daily tasks: get the employees engaged with the company’s vision by breaking down the vision into their specific job description. This way, they’d align their daily tasks with the vision.
3. Set clear performance expectations but don’t micromanage: tell them what is expected in clear terms and leave them to get it done. Trust your employees’ ability to perform.
4. Give good feedback and develop your talent: let them know when they are doing a good job and when they are not meeting targets. Provide opportunities for career and personal development.
5. Find out what motivates your workers (make work fun)
6. Appreciate employee efforts: reward good performance. Offer praises generously in private and in public, this is a sure morale booster.

7. Stay connected and aware of updates
8. Care about the employee as a person: Show empathy, practice emotional intelligence. Employees are happy when they know that the manager cares for them on a personal level.
9. Value employee perspectives: remember that you’re all in it together, listen to their opinions and suggestions. Let them know that their perspectives matter.

Treat your employees how you want your customers to be treated. Be humane and allow yourself to enjoy being a manager. What kind of a boss are you?

Feuding Employees: How to mediate conflict between employees

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 How you can tactfully turn conflict into consensus between feuding employees

Image result for dealing with employee conflict
How to mediate conflict between employees – Customer service mediator

It’s natural to try to avoid conflict, but as a manager, you’re going to eventually have to deal with a conflict between employees. It is inevitable that there will be some amount of conflict on a team with a variety of industry experts and leaders. Some amount of conflict can be healthy, as long as it is discussed and a conclusion is reached. Clashing personalities or opposing viewpoints can actually bring new thoughts and discussions on aspects of a project that had not been imagined before.

Use the following methods to create harmony in your team and your project.

  1. Be Aware That Conflict Occurs. …
  2. Set the Ground Rules. …
  3. Learn About Destructive Conflicts. …
  4. Stop Conflict When it Happens. …
  5. Get the Whole Story. …
  6. Meet for Resolutions. …
  7. Discuss Both Sides of a Perspective. …
  8. Make Compromise a Goal.

The type of conflict you have to worry about more is unspoken resentment that can erupt in an outburst, or even more deadly, in quiet mutiny or deviation from agreed upon roles, tasks and goals.

So first be aware that conflict occurs

Knowing that conflict may and will occur is the first step to resolving it, especially if you know that certain team members may disagree with each other. By recognizing that there will be conflict, a project manager knows what to expect.

Secondly, set the ground rules

At the beginning of your project set some ground rules in your first meeting. Be sure to address what process will be taken to address conflicts, as they are bound to rise and will need to be taken care of before they spiral out of control. Tell team members that everyone’s ideas are valid and that they shouldn’t be dismissed, even if you do not agree with them.

Then learn about destructive conflicts

Conflict becomes destructive when no resolution is in sight or the issue cannot be resolved. A psychological model for explaining destructive patterns is the persecutor-victim-rescuer triangle. The persecutor would be the bad-guy or bully in this scenerio, but the rescuer is also placing him or herself in a position of superiority over the supposed victim. Stop yourself if you see yourself slipping into any of these roles and also try to recognize it in your team.

How you can tactfully turn conflict into consensus between feuding employees
It is inevitable that there will be some amount of conflict on a team with a variety of industry experts and leaders. Some amount of conflict can be healthy, as long as it is discussed and a conclusion is reached. Clashing personalities or opposing viewpoints can actually bring new thoughts and discussions on aspects of a project that had not been imagined before.Use the following methods to create harmony in your team and your project.

  1. Be Aware That Conflict Occurs. …
  2. Set the Ground Rules. …
  3. Learn About Destructive Conflicts. …
  4. Stop Conflict When it Happens. …
  5. Get the Whole Story. …
  6. Meet for Resolutions. …
  7. Discuss Both Sides of a Perspective. …
  8. Make Compromise a Goal.

The type of conflict you have to worry about more is unspoken resentment that can erupt in an outburst, or even more deadly, in quiet mutiny or deviation from agreed upon roles, tasks and goals.

Why You Should Be Radically Transparent With Your Customers

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Always set yourself up for success with your customers

Being more open about your products, prices and results will set you up for success. For example when you say, ‘we list our fees on our website and level with potential clients about what they can realistically expect from us’. It makes them feel relaxed and willing to do business with you. 

When it becomes clear that a potential client is hoping, then you will deliver incredible results in an exceedingly short time-frame, be frank with them about how achieving their desired results could require more time. Contrary to what you might think, this level of honesty isn’t killing your sales. Potential clients respond well to straightforward talk about what you can and can’t do for them. Since you don’t over-promise, you are less likely to under deliver. 

In an effort to stay under the radar, sometimes it’s easier for employees to keep concerns to themselves. Given how uncomfortable some companies are with transparency on the inside, it’s not hard to imagine how afraid they’d be of being transparent with their customers.

But as scary as the idea of transparency might seem, in the long run, it’s good not only for your customers but also for your business. In addition to attracting new customers, transparency allows you to better serve your current ones, ensuring they stick with you.

Why blaming your agents for call center breaches will not help

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Whilst it’s commonly understood that the greatest risk of a breach comes from the employee, blaming your agents is never the right route to take. Call center agents are human. They are careless, Read more

2: Put yourself in the shoes of your customer

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It is the customer experience that determines whether or not you will attract and retain customers. So how easy is it for people to do Read more

What Causes Employee Turnover?

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Very few firms understand the cost of employee turnover and damage it can do to their brand. Take a look at how your company values people from the front door to the corporate level. Read more