1. Manage your people, not numbers
Conventional business thinking that those numbers above all else. As a result, many managers spend their time looking at the numbers, divide and multiply numbers, put the numbers into charts and talk about where the numbers are and where it should be earlier.
However, all the numbers in the business is RESULTS of how well you manage your people instead of how well you manage those numbers. The only way to get those numbers are better (no matter how you measure) is to improve the performance of people who work for you. A good teacher will always beat a good presentation.
2. Having a simple but relevant measurements
Although your main focus is your employee’s instead numeric targets, you still need a way to measure how well your employees work. Ideally, your measurement as close as possible accuracy the behavior you want and try to appear as easy as possible to be understood by your employees. Instead, measurements are complicated, with many metrics, will eventually result in confusion among employees and managers.
3. Got one priority for each employee
It is a folly when a boss gives assignment form that much of priority, because if all things are considered a priority that means no one has priority.
The concept of priority is true there is only ONE thing that is more important than other things. Give your employees 'many priorities' means giving them the responsibility to decide what is most important. Remember that is your job!
4. Never vent emotions to employees
Employees understand that managers are people too, are under pressure, and pressed for time. They know when their boss was getting frustrated and angry, especially when he gets the bad news, misunderstandings and so on.
Even so, when you blow up the anger to your employees, leaving pain, it creates a wound that will never fully recovered and stored rot with hatred meetings. You do not have to be perfect, but don't change your employees as your impingement
5. Measure yourself by your worst employee
Managers use their best employees as a measure of how successful they are as a manager. But, as long as you hire the best employees, it had more success reflects their own impetus for success than your efforts to educate them.
Instead, you should measure your managerial skills based on how good you handle your worst employee. These are people who define the lowest level of performance that you want and how low the worst performance of your employees you expect.
6. Give compensation exceeds the average
There is a tendency among managers to think that the salary, allowances and commissions incurred should be minimized to increase profits. But, what is really happening in the business world is that if you pay the salary of the average, then you will only get the employees with average ability anyway.
This is the logic of simple cause and effect, not brainwashing. In the internet era, employees who have only a weak reason too can know exactly how much money they could get elsewhere.
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