Managing people: No ordinary job

The Big Idea behind Simply Managing: People Managers are the secret ingredient in any successful enterprise.

Sooner or later everything in the business plan will land in the lap of a manager who carries responsibility for guiding people.  You also manage process, systems, and budget, but your employees are your ultimate competitive advantage.  

Company goals and initiatives will succeed or fail based on the effectiveness of people managers up, down, and across the org chart. It's a timeless strategy: Companies can multiply results with the skills of fully engaged managers who bring out the best in their employees. 

See the great impact that people-managers can make:

• You manage how responsibility gets shared:  It's not an org chart, it's a responsibility network.  Anything in the business plan filters down and across the org chart to people managers who will have responsibility to make sure that things happen.  You are the pivot point for how the work gets done in your corner of the company.
• You personalize communication:  You are in a position to serve as a buffer so employees understand their role and how they fit into the bigger picture.  Employees want to hear it from their manager. 

Managing people is a
local event.

• Best vantage point: People managers are closer to the core work, and closer to the employees who are the essential link for customer satisfaction and business success.  You own the “final 50 feet” in the Company where decisions are made, money is spent, and real work happens. 
• Right time, right place: The real substance of work is dealing with unexpected changes, transitions, and starts and stops.  Because of your proximity to the people and current events, you are able to better manage through obstacles and resistance.
• Fine-tune assignments: You know what your team members are working on, and you know their capabilities and aspirations.  So you can deploy people in the most optimum way to meet the need of the moment.  Plus, you have the best shot at pleasing your people in their work assignments.  
• Real work requires accountability: Only someone’s manager is in the position to hold them accountable.  You know what your team members are working on and what’s they’re supposed to do.  You are in the best position to measure work, and your judgment should count the most.
• You are the hinge between employees and Company:  People Managers are the essential players who shape work culture and morale.  It is often said that people don’t leave companies or jobs, they leave their managers.
• You can reward and recognize people: You know your team's work, so you can connect contribution and outcomes to recognition, pay and perks, and work assignments. People love to get praise from their boss.  

So what do you do with this? 

You need to transform your way of thinking, and see that your managing role is central to the success of your enterprise.

Put yourself into a position of ownership, and find strategies that keep you in the driver's seat for your team's direction and destiny.  Bottom line, see yourself with the power and ability to exercise judgment, make decisions, and intervene for matters concerning your work team.

Also, see the potential barriers that can get between you and your employees.  Sometimes you can let rules and policy stifle your judgment and decision making.  Other times you spent too much time asking for permission or explaining yourself.  The essential question: Do have responsibility to manage these employees?  

Take responsibility for what's important to your team:

Your managing role is bigger than you think.  See yourself as the owner for whatever is important for your team:

• Captain of the ship: You carry responsibility for your team and your corner of the business.  Step up and act like the owner.  This is your team.
• Team HR Director: Become adept at handling everyday people issues and HR matters.  Own what’s important to your team.  
• Team Training Manager: You know
  what skills are needed now and in
  the future. You are in the best position
  to facilitate individual and team growth
  and development.       
• Team Communications Officer: 
  You’re the first-stop for news and
  information. People want to hear it
  from their manager. 
• Chief Morale Officer: There is an
  everyday element to team culture. 
  You manage the work environment
  and how people behave. 
• Manager of Rewards and Recognition: 
  Managers are in the best position to link what an employee does to what they get from the company.  
• Project Manager: You coordinate the group calendar and schedules.  Overall you manage the use of time within your work unit.

Read More:

Shape how you think about your managing role: 12 Ways To Think Differently.
Everything you see on The Story Board is within your power and ability to do as manager.