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Articles of Interest

                               Most Essential Skills of a Competent Manager

                                            by Craig Wagener D. Optom, Ph.D., MBA, MCNE

Whatever your business entity provides by way of services or goods sold, having a competent manager at the helm will go a long way in making the enterprise successful.

So what skills should a competent manager possess? How does a competent manager affect positive leadership in their organization?

There are four essential areas in which a manager should focus to achieve a positive leadership role:

Engaging Employees:

The benefits of having engaged employees are manifold. Engaged employees are less likely to be absent from work. Engaged employees are less likely to seek other employment. Engaged employees have fewer work accidents. Engaged employees are more productive and cultivate better relationships with other employees and with their supervisors.

In fact, research shows that there is 37% less absenteeism, 25% less in staff turnover, 48% less in on the job safety incidents, and 28% less in shrinkage. Shrinkage is a measure of how much time is lost in the business enterprise to things like vacation, breaks, lunch, holidays, sick time, training, etc.

How does the competent manager build engaged employees?

Coach to Develop:

A competent manager should always seek to promote the personal growth of employees. This demonstrates to the employee, in a tangible way, that the manager is interested in their growth and success. Managers need to ensure that there is first class job training. Managers cannot expect staff to succeed and perform well if they are not adequately trained. A motivated employee is an employee that performs at a higher level than a non-motivated employee. Everybody likes to feel appreciated for a job well done. Managers who appreciate their employees by words of encouragement and thanks as well as tangible rewards such as a gift card or free movie ticket, will cultivate an atmosphere of superior performance. 79% of employees who quit do so because they did not feel appreciated and valued.

Positive Motivation:

Motivation needs to be positive, encouraging, and genuine. Insincerity will be quickly identified and all motivation lost. Appreciating a job well done will go a long way in encouraging a quality repeat performance. When employees feel confident in their skills and abilities, they will be inspired to repeat or even exceed past performance on the next project. Competent managers will go ‘all out’ to encourage and motivate their staff to achieve a continuum of greater performance on each task.

Enhance Innovation:

This is another important aspect of the mindset of the employee. Managers who encourage staff to offer their ideas and suggestions, especially in problem-solving, show them that they can positively add to the culture and success of the business. Managers should be open-minded when considering staff ideas and suggestions and be willing, if prudent, to make changes to the old way of doing business, especially, if it will improve the business model. Staff may have better ideas or ways of performing tasks or conducting business than presented by the current business model. Managers. No employee idea should be discarded before giving it serious consideration.

When staff members contribute to innovation by sharing their ideas with receptive managers, trust is gained and therein a free-flowing sharing of ideas and methods, as well as pinpointing of problems which need resolution. When trust and engagement are present, staff members will be committed mentally and emotionally to the business enterprise.

Try implementing the above-ideas into your business enterprise and see what a difference they can make to improve your bottom line.


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