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7 New Year's Resolutions For Managers In 2016 From ted Learning

The start of a new year prompts most people to reflect on what they've accomplished in the year just passed. Whilst personal resolutions are always a hot topic of conversation to help Managers returned to work with a fresh perspective and to set new goals, here are 7 suggested new year resolutions from ted Learning to kick start your thinking.

1. Focus on the Positives

Most employees when surveyed in 2015 said their manager often focused on what they hadn’t done, what hadn’t gone well and where they could improve. Most managers don't tell their team members when they do a good job. Praise when it's deserved is critical, it is a big motivator and drives productivity not only in individuals but also throughout the team. If someone on your team does a good job, make sure you tell them, the worst thing is to remain silent. Try and spend time every week telling your team what they have done well.

2. Try to avoid fault finding or blaming

Be sure to always provide constructive, non-evaluative feedback. Everyone makes mistakes and blaming an individual can really knock their confidence. Be very specific with your feedback and explain what didn’t go well and most important provide advice on how they can improve


3. Don't pitch one team member against another

Many managers do this thinking it will enhance performance, but it only ends up creating internal competition, reducing communication and even creates the potential for sabotage or non-co-operation.

Many people already feeling insecure about their jobs in the current economic climate, so you don't need to add competition to the mix as well. Instead focus on building internal relationships and trust within your team

4. Be supportive

As a Manager and team leader the more supportive you are, the better. And remember, the people you line manage might pass you in the hierarchy one day so it can pay to be helpful. Be honest and reasonable. You need to be balanced; ensure that your team is sufficiently supported but also meet their targets.

5. Create and foster a good work / life balance amongst your team

Don't foster a culture of long working hours. Overwhelming evidence shows that consistently working more than around 45 hours a week negatively affects a person’s health and they become far less productive.

Tell people they do not need to be in the office if they're staying too late, and send them home.

6. Provide opportunities that stretch individuals

Team members don't want to do the same thing over and over again as it can be boring and de-motivating. When people are given greater responsibility at work they feel trusted and valued, which helps to empower them and increase their confidence. If you feel that one of your team could take on more responsibility, tell them that you think they are capable and ask if they'd like a new challenge. You could give them ideas of extra tasks that would work for them, or let them come to you with ideas. But make sure you give them the opportunity to let you know if it is too much – you don't want to overstretch them.

7. Do more to create an inclusive workplace

Teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Resolve to create an open and understanding working culture where everyone is treated with dignity and respect.

Be on guard against racial and gender bias, discrimination, harassment or bullying in the work place.

Justin Smith-Essex

About the Author:
Justin Smith-Essex

Justin is the Group Managing Director & one of the co-founders of Ted Learning. He is a very experienced trainer, facilitator and qualified teacher, having completed his PGCE Teaching Degree at the University of Greenwich. He specialises in designing and delivering training in customer service, equality and diversity, management fundamentals, team building & presentation skills.