| Whether you're a business owner with employees, or | | | | current or future workplace challenges. |
| a supervisor charged with managing staff, | | | | #3. Empower your employees when and where it is |
| incorporating these top five best management | | | | appropriate. Give your employees the latitude to |
| practices into your daily interaction with employees will | | | | make decisions that will save time, provide better |
| help make both your job and that of your staff a lot | | | | customer service, and make performing their jobs |
| easier. | | | | easier. |
| #1. Provide clearly written and communicated policies | | | | #4. Provide ongoing feedback regularly. Let |
| and procedures. Discuss your expectations with both | | | | employees know when they are doing a good job and |
| your current employees and every new employee as | | | | don't be afraid to provide constructive criticism when |
| part of their orientation to your company. Give all | | | | warranted when there are performance issues, with |
| employees a copy of your policies. | | | | the goal of helping to guide your employees towards |
| #2. Meet with your employees regularly. Take the | | | | better performance. |
| time to develop an understanding of the work that | | | | #5. Deal directly and swiftly with inappropriate |
| they are performing as well as the challenges and | | | | workplace behavior. Make clear what is considered |
| limitations of their jobs. Learn what it is about the | | | | inappropriate behavior and why. Clearly define what |
| work that keeps your employees engaged and | | | | is acceptable workplace behavior and be specific |
| challenged. Brainstorm with your staff individually or | | | | about the types of behaviors that will not be tolerated |
| as a group as to discuss the best ways to meet | | | | and what action will be taken if the behavior continues. |