dimanche 10 novembre 2013


Each year, thousands of people make the switch from staff engineer or scientist to manager and, although many of us look forward to the change, we find it frustrating once we get there.

When we were engineers, we were rewarded for our technical skills and labors in direct proportion to what we accomplished. But now, as a manager, our success is measured not by our own output hut by the output and productivity of the people we supervise. And that sense of not being in direct control can be a frustrating feeling.
 Fortunately, working with others and getting them to give you their best can be just as rewarding as technical accomplishments . . . once you get the hang of it. Here are tips that will help you to manage and to guide your people more effectively.

The most valuable qualities you can develop within yourself are patience, kindness, and consideration for other people. Although machines and chemicals don't care whether you scream and curse at them, people do.
Your subordinates are not just engineers, scientists, administrators, clerks, and programmers they're people, first and foremost. Respect them as people and you'll get their respect and loyalty in return. But treat them coldly and impersonally and they will lose motivation to perform for you.  Golden Rule :  "Do unto others as you would have others do unto you'' –

As a manager, it's part of your job to keep your people on the right track. And that involves pointing out errors and telling them where they've gone wrong. But some managers are overly critical. They're not happy unless they are criticizing.

Don't be this type of person. Chances are, you have more knowledge and experience in your field than a good many of the people you supervise. But that's why the company made you the boss! Your job is to guide and teach these people not to yell or nit-pick or show them how dumb they are compared to you.

Successful managers encourage their people instead of criticizing them Praise your people and they'll do more things right and discover talents and abilities they never realized they had."

You may think the sign of a good manager is to have a department where everybody is busy at work on their assigned tasks. But if your people are merely "doing their jobs," they're only working at about half their potential. A truly productive department is one in which every employee is actively thinking of better, more efficient methods of working ways in which to produce a higher quality product.

And when you listen to new ideas, be open minded. Don't shoot down a suggestion before you've heard it in full. Many of us are too quick, too eager, to show off our own experience and knowledge and say that something won't work because “we've tried it before” or “we don't do it that way.”  Well, maybe you did try it before, but that doesn't mean it won't work now. And having done things a certain way in the past doesn't mean you've necessarily been doing them the best way. A good manager is open-minded and receptive to new ideas.

If a worker doesn't have a place to go a position to aspire to, a promotion to work toward then his job is a dead end. And dead-end workers are usually bored, unhappy, and unproductive.

Organize your department so that everyone has opportunity for advancement, so that there is a logical progression up the ladder in terms of title, responsibility, status, and pay. If this isn't possible because your department is too small, perhaps that progression must inevitably lead to jobs outside the department. If so, don't hold people back; instead, encourage them to aim for these goals so that they will put forth their best efforts during all the years they are with you.

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