Another great video with great advice, Michael. The main challenge I have faced as a new manager in a fast-pace environment is time management. Having more responsibilities has been a challenge, but certainly a welcome one!
Thank you for your question! Being a younger boss can be challenging but in today's workforce, there are younger bosses everywhere. I would suggest the first thing you do is get to know your employees, their strengths/weaknesses, their desires and ambitions. Once you determine their strengths, leverage those strengths by involving them. Ask their opinion. You also want to let them know you are there for them, to support them. There is likely to be resistance at first because you are the "young kid" but by getting to know them and understanding them you can slowly begin to break down that resistance and win them over. I wish you well and good luck!
Hi I know this is an older video but maybe I can still get a reply. I'm a 21 y/o lead/Supervisor over a bagging assembly line for a charcoal plant. I've been here for about 1.5 months and got off to a rocky start. The first 2 weeks to gain respect i worked directly on the line. Then I started pulling away and becoming more of a supervisor but I still find myself doing things just because everytime I ask any of my employees to do anything that isn't bagging all they do is gripe how it isn't their job so I just do it myself because I know it will get done and get done right, but I'm coming to the realization that by me doing that I'm not doing my job of managing people properly. So any advise on how to reverse what I have done? Also I have made the mistake of trying to be everyone's friend and I'm going to try to get away from that. I just really dislike conflict and doesn't help my plant manager is also pretty new.
Ryan, thank you for your comment! You indeed have a dilemma on your hands. I think it was important for your supervisors to give you experience on the line, so that you know what the job was and could understand what the employees are going through. You were absolutely correct in pulling away and becoming more of a supervisor. Your job is to supervise your workers, not do the work with them. The issue is with the attitude of your employees. So here are a few suggestions: 1) Have a clear job description. If the job description is clear, they can't say it is not their job. 2) Reward/Punish - If your employees do a good job, reward them! It could be something simple like recognizing them in front of their peers or mentioning them in a memo to your boss. It doesn't have to be monetary. Punish - they need to know that there are consequences if they don't do their job. 3) Coaching - if they don't do their job properly, make sure they know how to do their job. Get on the line beside them and watch them do it. Don't do it for them or they will keep letting you. If they don't do it properly, have remedial training for them or have them work with a peer that does the job well. You are correct that you are not their friend. You can be friendly but can't be their friend. Ask them what they want/need and how you can help them achieve it. It sounds like you know what needs to be done and I congratulate you on recognizing the issue. Please let me know how it goes!
Great videos by the way, I've been watching them for like 2 hours. I really like your approach. It's helped me out a lot. Today was pretty rough.
Another great video with great advice, Michael. The main challenge I have faced as a new manager in a fast-pace environment is time management. Having more responsibilities has been a challenge, but certainly a welcome one!
Thank you so much for your kind words as well as letting me know your challenges. I will definitely come up with something soon. Thanks again!
Great videos. Great content! Thanks for sharing 👍
Thank you, Joe!
I face problems of financial organization. Keeping records of activities was really a challange.
Yes, documentation can be time consuming but it is so important. Recognizing the challenge helps face it. You've got this!
GREAT VIDEO... I'm having all of these problems
Amanda, thank you! Please let me know if there is an area you would like covered.
Good lessons
Thank you, Gerry!
good evening sir . would you allow me to make this cited on my leadership book . thanks
Absolutely! Happy to! Please let me know if I can help in any way.
What advice could you give to someone who is new to a mid level management position and is younger than their former peers?
Thank you for your question! Being a younger boss can be challenging but in today's workforce, there are younger bosses everywhere. I would suggest the first thing you do is get to know your employees, their strengths/weaknesses, their desires and ambitions. Once you determine their strengths, leverage those strengths by involving them. Ask their opinion. You also want to let them know you are there for them, to support them. There is likely to be resistance at first because you are the "young kid" but by getting to know them and understanding them you can slowly begin to break down that resistance and win them over. I wish you well and good luck!
Hi I know this is an older video but maybe I can still get a reply. I'm a 21 y/o lead/Supervisor over a bagging assembly line for a charcoal plant. I've been here for about 1.5 months and got off to a rocky start. The first 2 weeks to gain respect i worked directly on the line. Then I started pulling away and becoming more of a supervisor but I still find myself doing things just because everytime I ask any of my employees to do anything that isn't bagging all they do is gripe how it isn't their job so I just do it myself because I know it will get done and get done right, but I'm coming to the realization that by me doing that I'm not doing my job of managing people properly. So any advise on how to reverse what I have done? Also I have made the mistake of trying to be everyone's friend and I'm going to try to get away from that. I just really dislike conflict and doesn't help my plant manager is also pretty new.
Ryan, thank you for your comment! You indeed have a dilemma on your hands. I think it was important for your supervisors to give you experience on the line, so that you know what the job was and could understand what the employees are going through. You were absolutely correct in pulling away and becoming more of a supervisor. Your job is to supervise your workers, not do the work with them. The issue is with the attitude of your employees. So here are a few suggestions: 1) Have a clear job description. If the job description is clear, they can't say it is not their job. 2) Reward/Punish - If your employees do a good job, reward them! It could be something simple like recognizing them in front of their peers or mentioning them in a memo to your boss. It doesn't have to be monetary. Punish - they need to know that there are consequences if they don't do their job. 3) Coaching - if they don't do their job properly, make sure they know how to do their job. Get on the line beside them and watch them do it. Don't do it for them or they will keep letting you. If they don't do it properly, have remedial training for them or have them work with a peer that does the job well.
You are correct that you are not their friend. You can be friendly but can't be their friend. Ask them what they want/need and how you can help them achieve it.
It sounds like you know what needs to be done and I congratulate you on recognizing the issue.
Please let me know how it goes!