Four Tips For New Leaders To Manage Well

The general position and the manager, both bear different responsibilities and receive different remuneration, basically play two different roles, and the expectation of the two is different.

However, managers do not come from the sky, mostly from ordinary employees. Therefore, when an ordinary employee is promoted to management, it is easy to confuse two roles.

If you want to properly interpret the new role of manager, the best way is to completely forget the old identity and devote all the time to the requirements of the new role, so as to master the tricks of deduction.

Of course, supervisors and management must also assist and guide them.

"Give the actual work to the subordinates, and after the mission is completed, all the achievements will be attributed to them.

Will the company see my contribution and contribution?

"If they leave their work to their subordinates, will they have enough ability to do it?

Do I need to monitor their progress? "

"The following colleagues have been my peers to assign jobs to them. Do they think that I am highly weighted and deliberately aggravate their workload?"

These are countless new management people who have asked their own questions. Based on psychological barriers, they should let go when they delegate jobs.

As a result, they can not get enough time to play well in strategic work while depriving their subordinates of opportunities.

Some management newcomer, although will devolve the work, but when devolved, it will commit another common fault, that is, the progress of subordinates will not mind.

Of course, subordinates will feel bad. Worse still, they may think they are unable to catch up, and their morale will be greatly affected.

As a result, these managers themselves will not get better. Their working hours are longer than a day, and they start to hesitate to take up new tasks.

As for their subordinates, in addition to their lack of input in work, what is worse is that they will simply avoid communicating with their superiors.

The general position and the manager bear different responsibilities. Receiving different salaries basically plays two different roles.

However, managers do not come from the sky, mostly from ordinary employees. Therefore, when an ordinary employee is promoted to management, it is easy to confuse two roles.

If you want to properly interpret the new role of manager, the best way is to completely forget the old identity and devote all the time to the requirements of the new role, so as to master the tricks of deduction.

Of course, supervisors and management must also assist and guide them.

"Give the actual work to the subordinates, and after the mission is completed, all the achievements will be attributed to them.

Will the company see my contribution and contribution?

"If they leave their work to their subordinates, will they have enough ability to do it?

Do I need to monitor their progress? "

"The following colleagues have been my peers to assign jobs to them. Do they think that I am highly weighted and deliberately aggravate their workload?"

These are countless new management people who have asked their own questions. Based on psychological barriers, they should let go when they delegate jobs.

As a result, they can not get enough time to play well in strategic work while depriving their subordinates of opportunities.

Some management newcomer, although will devolve the work, but when devolved, it will commit another common fault, that is, the progress of subordinates will not mind.

Of course, subordinates will feel bad. Worse still, they may think they are unable to catch up, and their morale will be greatly affected.

As a result, these managers themselves will not get better. Their working hours are longer than a day, and they start to hesitate to take up new tasks.

As for their subordinates, in addition to their lack of input in work, what is worse is that they will simply avoid communicating with their superiors.