Managing human resources within your company undeniably gives you a central place in its organization. You have the immense responsibility of encouraging the growth of skills your employees by promoting their employability while the work environment is constantly evolving. Proactivity, availability and a sense of listening must guide you in your daily actions. To do this, you must be able to combine responsibility and pressure at work with an optimal distribution of tasks. Here are some tips to help you meet the challenge:
1. Define the issues
Before being able to allocate tasks effectively, it is essential that the manager highlights the challenges of a particular action or project. This is one of the ways to create support and increase motivation within a team. For example, when the nominative social declaration is introduced, the payroll manager will have to explain how this change in payroll management will simplify it and ultimately reduce the risk of errors and disputes with the authorities, and for the employees in the payroll department it will increase their employability, while obviously allowing them to be trained on this subject if necessary.
2. Opt for horizontal and participative management
As a manager, it is essential that you are on the ground. You can't just manage a team from a distance. The risk is that you will not have an overall view of the team and of each person's skills . In addition, a good knowledge of your employees is often essential to be able to solicit each one according to his or her skills, or even his or her appetite to acquire new ones. Finally, opting for this type of communication within a team makes it possible to improve the knowledge of the members of one's team in terms of skills, desire for evolution or even degree of motivation...
3. Encouraging team spirit and cohesion
Leading a team requires, in addition to a good knowledge of the scope of each person's actions, the ability to demonstrate emotional intelligence. You will need to be able to encourage and motivate everyone by adopting an effective management style that allows you toachieve the objectives you have set yourself.
4. Establish a clear and coherent organisation
The organization and distribution of work must be as transparent as possible in order to avoid creating stressful situations for the various employees. In the same way, management must be strategic and flexible at the same time to adapt to the constraints encountered and to achieve the objectives set. In addition to the skills organizational skills that management must demonstrate, it is often very relevant to set up and run a weekly follow-up meeting to ensure that objectives are being met, that they are feasible and even that they are relevant...
5. Promote actions to improve the quality of life at work
For several years now, the question of quality of life at work has become a real issue. Indeed, beyond the question of absenteeism which can result from a lack of well-being at work, a better distribution of tasks and responsibilities has a great influence on the quality of life at work and the level of stress of the various employees. From now on, training courses focused on this type of problem are in vogue and help to improve the leadership of managers.
In the same way, a growing number of companies no longer hesitate to call on the services of Chief Happiness Officers (CHO), in other words happiness managers. Their role is to ensure that the employee's day runs smoothly by listening to the daily problems that employees may encounter. The aim is to allow each employee to focus on his or her core business and improve the company's overall performance. For example, the CHO will make sure that everything is in place in the meeting room to facilitate the smooth running of an important meeting: computer cables, blackboard or overhead projector in working order, bottles of water, etc.
Thus, task management is a key issue in a company to ensure its smooth operation and allow employees to have a clear vision of their work. This will allow the release of potential pressure or stress linked to the lack of clarity in the organization of work.
Discover our article dedicated to the adequacy between digital quality of life and quality of life at work.