This is generally human nature that no one likes to be managed. Everyone wants to become a manager. But not everyone is capable of handling such an important responsibility. When this duty is assigned, some use force to get the job done, while others use their intellectual thinking to achieve goals.\n\n\n\n In an organization, a manager\u2019s job is to manage employees and resources to achieve specified goals. So how to become a good manager?\n\n\n\nWhen you become a manager, you need to understand the expected outcomes from your role. Knowing what mission and vision of your company are, will help you prepare your strategies to handle the position appropriately.\n\n\n\n\n\n\n\nKnow the manager's role\n\n\n\nThe manager\u2019s role is to identify and position other people\nso that they can produce the results required by an organization.\n\n\n\nIt includes, \n\n\n\nPlanningOrganizing team member's workProperly assigning tasksSecuring the resources required to achieve the goals. \n\n\n\nIncluding this a manager must have the following capabilities;\n\n\n\nBuilding a good relationship with juniors and other coworkersOrganizing the teamTraining and coachingGood communication skillsMotivating team members\n\n\n\nNo two minds are alike, so wherever two or more people come\ntogether, there is the possibility of conflict. \n\n\n\nHandling conflicts effectively and positively is one of the skills\nrequired by a manager.\n\n\n\nWhen you become\na manager\n\n\n\nWhen you become a manager, your outcome depends upon the work of employees in your team or other departments. You need to have the skills to work in an interdependent environment. So it\u2019s not about how effectively you work, rather how efficiently your team produces the result becomes key factor for your success.\n\n\n\nTeam building becomes key factor in getting the desired resulted associated with your success.\n\n\n\nIf you think yourself in the position of a future potential manager, you have been just promoted to a manager\u2019s role, or hired recently as a manager in an organization, first three months are crucial for your role. During this period, you start identifying what your company is looking out of your position as a manager. You start building a network with your team and other departments. \n\n\n\nDon't try to bring change immediately\n\n\n\nMost of the new mangers try to make mistakes of changing policies, procedures and try to force people to accept changes which are against their daily work customs. You may do all you think appropriate, but before replacing or appending anything, you need to build an environment of trust between you and other coworkers. \n\n\n\nTo know, change is often difficult to adopt by many and may result in resistance by other employees, especially when you are lately assigned as a manager.\n\n\n\nJust taking care of some important points may help you\ncreate a positive work environment and it will support you reach your objectives\nefficiently.\n\n\n\nBelieve in\nyour abilities to achieve targets.\n\n\n\nAs a manager, your ability to believe in yourself will create an impact on your assistants. When they see your confidence, they give you more assurance with their promises and positive engagements to achieve your desired goals.\n\n\n\nBelieve that you can achieve your goals and you will achieve it. \n\n\n\nLearn how\nto handle stress\n\n\n\nThe manager is always in pressure to utilize employees and resources efficiently and get preferred quality output. Moreover, the conflict between the demands at work and family attentions and relaxation time creates additional pressure. If the pressure is not absorbed in an appropriate way, it can lead to stress. The Center for disease control and prevention (CDC), STRESS...At Work survey suggest around 40% of workers who report their job is \u201cvery or extremely stressful.\u201d\n\n\n\nSometimes it is overwhelming when many employees are working under your team. Employees are responsible for their own issues whether it is a family matter or related to work. But a manager has to handle stressful situations related to self and other team members. If one employee is stressed due to family problems, it affects the team\u2019s performance and it accumulates stress on the manager. Handling such pressure may put a manager on developing stress. \n\n\n\nHow to handle stress at workplace is a practice that every employee and manager needs to learn.\n\n\n\nOne-on-one meetings\nwith coworkers\n\n\n\nA one-on-one meeting is generally an informal meeting without having any agenda. These meetings are conducted between manager and subordinate, or manager and another department manager. They give an opportunity to understand concerns, general issues or ask each other questions. It helps both the manager and employee to set the expectation from each other and have a clear understanding of tasks distribution and cooperation to achieve goals. \n\n\n\nIt is great opportunity to understand the team\u2019s recent achievements so that you understand the team\u2019s production competence.\n\n\n\nInformal one-on-one, meetings help to build good relationships with each other. When meeting in person you understand the nature of an individual, you can get the best ideas of the person\u2019s weakness and strength. This will help you build individual motivational plans respectively. \n\n\n\nLead by\nexample\n\n\n\nFocusing on the self is an important part of a manager\u2019s life. Sometimes the manager starts focusing on their team members so much that they forget their own progress areas. \n\n\n\nBy improving yourself day by day, you will have bigger control over the department\u2019s activities too. Your own commitments will help set an example for others to follow. Notice if your actions are not just to achieve the tasks, but are in the right direction too. \n\n\n\nSometimes achieving numbers become so important that managers forget if they are the right direction to achieve them. \n\n\n\nAlways align your goals with the organization\u2019s mission statement and involve all team members to understand the mission and work in that path.\n\n\n\nUnderstand the conflict between employees and resolve them\n\n\n\nYou may find some existing conflicts between employees. They may not be cooperating with each other due to their differences in opinion. It is your responsibility to bring such conflicts on the table. Remember, people often assume that conflict is always negative. This is not true! \n\n\n\n \u201cGreat ideas often receive violent opposition from mediocre minds.\u201d- Albert Einstein \n\n\n\nPeople are characteristically different, and conflict simply\nhappens when those differences come to light.\n\n\n\nGet to the root cause of the conflict. Identify and explain to employees involved the benefits of resolution of the conflict and how it can help to achieve shared goals efficiently. \n\n\n\nHelp employees learn to cooperate, collaborate and accommodate each other. Teach them the benefits of forgiving each other.\n\n\n\nThis creates a strong beginning for the conflict resolution\nprocess.\n\n\n\nWhenever you're in conflict with someone, there is one factor that can make the difference between damaging your relationship and deepening it. That factor is attitude. - William James\n\n\n\nCreating an\neffective atmosphere\n\n\n\nWhen people are involved in a conflict, there is typically a lot of negative energy. Anger, frustration, and disappointment are just a few of the emotions often felt. By establishing a positive atmosphere, you can begin to turn that negative energy around and create a powerful problem-solving force. This creates a strong beginning for the conflict resolution process. \n\n\n\nAlways have a positive attitude\n\n\n\nTeam members often vent their frustration to other employees, management, company or workplace, etc. In such a situation you as a manager need to show your positive attitude. Always keep your feeling in control. Demonstrate employees, your positive position to create an effective atmosphere. \n\n\n\nRemember, with a postive attitude, you get postive results.\n\n\n\nWhile team members are generally responsible for their own actions, you as a manager are responsible for the entire team\u2019s performance and overall achievement. You being a role model can create a decisive impact on your team members. So always show your positive attitude.\n\n\n\nMotivate employees\n\n\n\nMotivation is the art of getting people to do what you want them to do because they want to do it. - Dwight D. Eisenhower \n\n\n\nIdentifying the importance of employee's motivation can help you build a good strategy to achieve your envisioned task.\n\n\n\nMainly, motivation is a skill to influence either yourself or another individual for success. The significance of psychology in achieving and maintaining employee motivation is essential.\n\n\n\nRemember, a message can be repeated over and over to a group of employees but unless they believe it and believe in it, the words are empty. \n\n\n\nBecause the team members are not, all the same, it is the manager\u2019s responsibility to ensure that each employee gets the right method of motivation for being part of an inspired workforce.\n\n\n\nTeam\nbuilding\n\n\n\nTeamwork is an essential part of our daily life. Whether\nit\u2019s at home, in the society, or at work, we are often anticipated to be a practical\nelement of a team. Having a robust team will benefit any organization and will\nlead to more success. \n\n\n\nThe path to greatness is along with others. - Baltasar Graci\u00e1n \n\n\n\nRemember, we are part of the interdependent environment and our achievements are depending upon other people\u2019s input. We need to have highly configured skills to know how to get the job done from our team. \n\n\n\nCreate an environment to build rapportAlways help your team members to feel comfortableRespect their opinions even if it contradicts to your ideas Help team members focus on objectives Keep your ego aside when listening to other employee's ideas\n\n\n\nRemember, other team members have their egos too, handle their egos positively without damaging your relationship with them. \n\n\n\nCritical\nthinking\n\n\n\nAnalyzing facts, rather than a judgment based on assumptions is important when working as a department manager. It helps in making a coherent judgment based on reading information accurately. This action is non-biased. Only rational thinking can help you produce this practice. \n\n\n\nWhen you are angry or feeling joy, your way of thinking may affect your judgment and decisions. Having a rational thought will help you make decisions appropriately, without any bias. \n\n\n\nIn addition, a manager must have the following skills:\n\n\n\nProblem-solving Emotional IntelligenceDecision makingTask Delegation, etc.