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