1. Take less work and divide up more work; less centralized power, more authorization.
When many middle-level managers start to lead the team, one of the most common misunderstandings is that they must do everything by themselves. Subordinates can’t do any job well, "I will deal with it later", "I will look at the plan, and I will reply to you". The busiest person on the team. For middle-level managers, they are no longer key employees, but a higher level of management, learn to delegate, learn to be a judge, instead of being an athlete and a referee.
2. Walking management.
At the beginning of the business, you can spend more time in the office. If the manager sits in the office every day to study strategy, that is really a problem. Knowing the front line and listening to what employees say is more meaningful than sitting in an office.
3. Make a plan to control the overall situation.
Many middle-level managers often work blindly like an employee, unable to coordinate team work. For middle-level managers, planning the team well and leading the team to complete this is the core task, not blindly. dry.
4. Pay attention to the results, but also to the process.
Middle managers must not be like the boss: I only want results, I don't care what method you use. To be honest, the middle level has not yet reached the level of the uncle, and the middle level must not only refine the high-level strategy, but also supervise the implementation at the grassroots level to ensure that the direction is not biased, the details are accurate, and to avoid mistakes.
5. Don't look up to yourself, don't look down on the team.
Many middle-level managers are promoted by relatively good employees at the grassroots level. To be honest, they may not understand management, and even the masses are not very good. What should I do? Integrate with the crowd, participate in the team, and respect team members.
6. Enlarge the structure and focus on company interests.
To do a good job in management, middle-level managers must enlarge their own structure. Don't have standard ideas. People who start from the overall interests of the company and focus on the overall situation can lead the team and have the opportunity to continue to promote.
7. Don't forget the purpose of motivation.
In order to unite team members, many middle-level managers have become representatives of employees. Everything is based on the interests of employees. They have set out the wrong direction and forgot the purpose of motivation. Incentives for the sake of motivation often outweigh the gains in the end. The goal of motivation is to "make employees run" and win-win with the company, not to please employees.
8. Do your daily work well and don't shut your eyes and listen.
Many middle-level managers are not careful enough in their daily management work, and they often regret it when something goes wrong. Therefore, the middle-level manager and the team must do a good job in the report system and reporting mechanism to prevent the team from getting the results smoothly.
