Blog on Workforce Management

In the previous part of this article, we’ve talked about only a portion of leadership skills any good top manager should have. This part is going to discuss such character traits as a good sense of humor, curiosity, the ability to negotiate and delegate authority. Let’s begin.

Everybody knows the old saying’ “People aren’t born good leaders, they become them”. Is this true and which leadership traits one has to possess in order to be a good top manager? We tried answering this question when writing this article. Perhaps, all of us dreamed of becoming leaders and big bosses once in a while, or even small department managers when we were ordinary employees.

While people couldn’t dream of working remotely 10 years ago, nowadays every other company makes use of at least one remote employee. Big corporations and enterprises employ entire remote worker staffs, whose presence on office grounds is unrequired.

Relationships between employer and staff members are the basis of forming a microclimate in any organization. Many CEOs fail to learn the principles of effective employee communication and believe that they innately possess effective communication skills. Let's not forget that we live in ever-changing and dynamic times. The modern job market is full of confident and competitive representatives of various occupations.

A company can not develop and become more profitable by placing all its fate in old business ideas and practices. Its management has to experiment with new concepts in order to adjust to the ever-changing market. Products and services can then be made based on those ideas. Sounds simple enough, but the reality is far more complicated. One thing is to come up with an idea, but an entirely different thing is to make a project around it.

Most workers have a regular Monday to Friday work week with typical 9 - 10 AM to 6 - 7 PM workday. However, this method of scheduling employees doesn’t suit organizations and companies that have to work round-the-clock: hospitals, call-centers, and fire departments, just to name a few.

We live in dynamic times with all of us constantly hurrying, having things to do, little time to think over important decisions and important things. Being hostages of extremely fast life, trying to keep our jobs and the respect of our colleagues, we have to juggle multiple things at once like some Julius Caesar.

Many managers often think that being informed about the number of departments, employees and work hours is enough to properly create an employee schedule. This approach can be acceptable for managers who don’t like to waste too much time and/or take the human factor into account.

Many retail shop managers lack the skills and knowledge required to properly manage their staff. They might find it difficult to keep track of all of the employees, shifts, and replacements required for smooth business workflow.

Proper employee motivation and workflow organization play a pivotal part in running a successful restaurant. Neglecting these facts can decrease the quality of customer service and increase the chance of employee turnover.