June 12, 2018 Laurisa Ehlers, Assistant Vice President, CCAM Education
From setting realistic goals to encouraging enthusiasm, Laurisa Ehlers takes us on her ten favorite management tips for employers and employees alike.
1. BE AN EXAMPLE
Give them a role model to follow. Don’t ask your employees to do anything you would not do. Roll up your sleeves and do the hard work with them. Speak to clients the way you expect them to speak to you and your colleagues. Complete your work in the same timeframes you expect others to do so.Adhere to deadlines and honor commitments.
2. SET REALISTIC GOALS
Set them up for success! Be aware of the workload being assigned and continue to evaluate assignments to ensure desired results are attainable within the established timeframes.Do not set your employees up for failure.
3. FOSTER MUTUAL RESPECT
It is very difficult to gain the respect of employees without first showing them respect.Respect is not a right by title – it is earned by our actions and interactions. Listen and respond respectfully to foster an environment that pays it forward with respect.
4. ONE-ON-ONE MANAGEMENT
Carve out time in your day/week/month for each employee. Ask them how they are feeling and what they might need in order to continue to be successful, then follow through.
5. DELEGATE APPROPRIATELY
Different people are motivated by different things and it helps to recognize this and “speak” to these differences. Some are able to master administrative tasks in shorter amounts of time than others, some prefer certain tasks over others, etc. Consider strengths and weaknesses when assigning work and also consider the passions and interests of your employees. If they enjoy the work and it speaks to their strengths, they will be far more likely to do it well.
6. CANDID CONVERSATIONS
Performance evaluations are not the only time to provide feedback. Candid conversations in the form of constructive criticism or disciplinary action are the most difficult to have and I can’t think of anyone who likes to deliver bad news or face confrontation. However, by avoiding these situations we do a disservice to our employees and the company. Leaders will inspire their employees by being honest about deficiencies, while at the same time providing guidance and suggestions for performance improvement.
7. PROBLEM-SOLVING PARTICIPATION
I have learned that I do not have the answers to all of the world’s problems. I might have an idea of how to best solve a situation, but another person might have a solution that works better. Provide an environment that allows for employees to participate in problem-solving. This will to encourage everyone to look for solutions in tough situations and will equip them to handle problems more effectively in the future. Allow for mistakes as part of the process.
8. REWARD ACHIEVEMENTS
Everyone likes to know when they have done a good job and everyone likes to have their hard work acknowledged. Resist the urge to only provide corrective feedback.Give credit where credit is due and celebrate victories.
9. ENCOURAGE WORK/LIFE BALANCE
Some work because they love it but, let’s be honest, most work out of necessity.By recognizing this and remembering that employees have a life outside of the office, we remind our employees that we, too, are human. Show empathy when things are going wrong. Provide additional support and flexibility if an employee is sick or has a family emergency. These are usually small allowances that translate into more loyal, appreciative employees and lessens turnover.
10. KEEP UP THE ENTHUSIASM
Find ways to create a fun, inviting environment that will encourage positivity and productivity. Don’t take yourself too seriously. Laugh with your employees. And most importantly, never lose the ability to laugh at yourself.
If you’d like to know how to implement these leadership learnings into your HOA or community, let’s start the conversation. << CLICK HERE TO GET STARTED >>
Laurisa Ehlers is a Vice President at Crummack Huseby Property Management, Inc., an award-winning company that provides highly customized and personalized services for homeowners and builders in Southern California. Laurisa began her career as an Assistant Community Manager, quickly rising up through the ranks through her talented skills and obvious passion for the people in her communities. Laurisa was the proud recipient of the prestigious “Rookie of the Year” award from the California Association of Community Management (CACM) in 2001 just two years into her management career. Not one to sit back, she continued to diligently elevate her skills and was recently nominated for Manager of the Year – Veteran Category from the Community Associations Institute (CAI) in 2016. | www.ch-pm.com