How to manage staff effectively is to build relationships based on clarity, transparency, consistency in work. Businesses need to establish specific goals, assigning the right people, evaluate the results of fair and regular feedback to employees to improve. At the same time, should be associated tool support modern management to track performance enhancement initiative in coordination. When subordinates are led well, they will exert maximum capacity and contribute positively to the development of the business.
One of the major challenges in human governance that organizations often encounter is the state employees not to cooperate, work, lack of mental responsibility, or does not reach expectations on performance. These problems not only affect the outcome of each individual, but also cause a negative impact on the mental work of the whole team and efficient operation of general business.
To solve the root of the situation, on, can not only stop at the promulgation of regulations or increase in pressure. Necessity is the head of team or department must master how to manage personnel a basically, there are strategies tailored to each specific audience.
The article below Lac Viet SureHCS will help the organizations and businesses better understand how to manage subordinates from the principles of the platform to the essential skills that managers need to have.
1. How to properly understand the role of the manager subordinates
To apply effectively the way hr management level below the first thing a manager should do is to understand his role. Management is not simply the “assignment and test results”, which is oriented to support the development team under.
A good manager is the ability to connect the personal goals of each employee with the common goal of the organization. Not only do they monitor the work process but also a companion, to remove the difficulties, to encourage the development capacity building teamwork sustainable.
The difference most clearly between “management” and “leadership” is located in the way to create influence. The executive management based on the process/function, while a leader inspires and trust. However, in an enterprise environment currently, two roles are usually integrated. An effective manager must know when to tough in principle, when flexibility is needed to promote the personal development of employees.
According to research by Gallup in the year 2023, up to 70% level mount, the working efficiency of employees is governed directly by the capacity of upper management. Show that if businesses want to optimize performance, the advanced management skills subordinates no longer be the option that is required.
So, instead of seeking to control, the modern manager should focus on how motivational, decentralized, efficient, feedback, constructive, investing in the development of employees. From there, businesses not only get a team productivity, but construction was culture positive work sustainable.
2. The golden rule in the management of lower level employees
One of the most common mistake of managers is to apply how to manage subordinates in the teen the system does not have specific methods. As practice shows, the work team effectiveness is often led by the manager knowing how to apply the principles of platform but very practical. Here are 6 important principles to help businesses build strong team work have responsibility and long-term commitment.
2.1. Listen and communicate effectively
Communication is not only to convey information but also the way managers build trust with subordinates. In many enterprises, the main cause which leads to misunderstandings, conflicts, or diminished mental work come from not listening to the full comments of the staff.
Active listening helps managers understand the difficult reality that employees are experiencing, including measures of timely assistance. At the same time, positive feedback right time will help employees feel respected and encouraged them to continue the effort.
For example, When an employee does not complete the work on time, instead of criticism immediately, the manager should ask the cause, from that given solution support or adjust expectations accordingly. This is the companion instead of criticism – a key factor in how to manage their staff effectively.
2.2. Set clear goals – SMART
Many employees lack of orientation for the uninformed they are is what to expect. A management principle basic but extremely effective is to use model SMART to set goals.
SMART stands for:
- Specific – Specific
- Measurable – measurable
- Achievable – can achieve
- Relevant – Suited to the role
- Time-bound – There is time
When clear goals, employees easy action-oriented at the same time, managers also easy to evaluate the results based on specific criteria. For example, instead of asking “Increase sales,” a the SMART goal would be: “Increase sales of product A to 15% in the third quarter”.
The applied model SMART not only improve performance but also help to raise the spirit of work because employees feel can clearly active in work.
2.3. Motivational work properly
No little business for that just-paid is the employee will work full dedication. However, research by McKinsey shows that three factors, non-financial has a strong impact on work motivation, including: been recorded, have the opportunity to develop and feel meaningful work.
How to manage staff effectively indispensable elements “to create intrinsic motivation”. This can be done through:
- Recorded effort every day, not only big achievement
- The organization works cited individual/team
- Provide roadmap for career development clear
Google is the classic example in the construction of “cultural recognition”, where employees are appreciated from the smallest contribution, creating the long-term commitment to the organization.
2.4. Training and continuous development
A strong team, not only thanks to recruiting top on the quality but also based on the process of fostering continuous from the management side. Good manager who is willing to share knowledge to help employees develop the capacity of each step in the job.
Model 70-20-10 is the method of training is more international business apply:
- 70% of learning through practical work
- 20% learning from peers, superiors
- 10% of the school through the official training
The training does not need too complicated can start from assigning employees lead small project share internal periodically or support new employees get acquainted with the culture and work processes.
Benefits that businesses receive what is? It is the initiative from employees, the ability to inherit the position, especially to minimize risks when there are fluctuations in hr.
2.5. Handle errors and conflicts professionally
In any work environment, the error occurs or conflict is inevitable. How the management response in situations that will directly affect the morale and trust of employees.
A common method to apply is the frame SBI (Situation – Behavior – Impact) help suggestions objectively not hurt:
- Situation – describe context
- Behavior – Mentioned specific behavior
- Impact – analysis consequences
For example: “In the meeting this morning (Situation), when you constantly interrupting colleagues (Behavior), this makes the meeting is interrupted difficult to achieve general results (Impact).”
Through feedback the right way, the manager not only problem solving, but also to show respect, work with staff from that construction work environment, a positive transparency.
2.6. Decentralized trust properly
Many managers make the mistake of self-embracing most of the work with reason “the work is not assured”. However, not delegated properly will make the management of exhaustion, I do not have the opportunity to grow.
Decentralized effective means:
- Affairs in accordance with the capacity of each person
- Set clear expectations, objectives, and powers
- Track progress periodically, but does not interfere too deep
When employees are confident they will be more active, more creative, feel themselves to have true role in the organization. This is one of the ways to manage lower level employees bring long-term value for both businesses and individual workers.
3. The management style, subordinates popular – business should apply when?
Don't have a single model to manage employees effectively. Fact, every business, every team, group sex or even each development stage of reorganization requires the manager to be flexible to change operating style. Understand and apply properly manage subordinates not only help increase the working performance but also contribute to the built environment positive labour. Here are three management styles popular, along with the context of applications, suitable for each type.
3.1. Management style “Coaching” (Coaching)
Training style focuses on the capacity development of the individual employees through guidance, support and create conditions for them to learn from the practical work. Instead of just dictating who manage styled coaching raises the question open, encourage employees to self-discovery and problem solving.
For example, When an employee troubled young in the presentation, instead of intervention to help, the manager can guide how to prepare content, hints, practice before a mirror or suggestions through the exercises to try. This not only solved the situation before the eyes but also enhance skills for next time.
Style coaching is particularly effective in the business has a team of young, new to the profession or in phase shift working pattern. For businesses, the application of how to manage subordinates according to the type of coaching will help form a team of proactive, flexible, willing to learn.
3.2. Management styled “democratic” (Democratic)
Democratic management style is the involvement of employees in decision-making. Instead of imposing a one-way, managers role is people-oriented listening to the comments and suggestions before making the final choice. This creates a work environment of openness, where all members feel have a voice and value.
For example, in a new marketing strategy, managers can organize meetings, brainstorming sessions to collect ideas from your team, then the same analysis advantages and disadvantages of each option before unified action. When employees are involved in the decision-making process, they will be more responsible in the real exam.
This management style in accordance with the organization of creative work, such as media companies, technology, or the ongoing business model flexible working. In terms of practical value, here's how to manage lower level employees help businesses enhance creativity, engage and arouse active in the entire team.
3.3. Management styled “direct” (Directive)
Style directing god about control and quick decision making. The manager given clear instructions, staff follow the correct process has been preset. This is not style is suitable for all circumstances, but very effective in emergency situations, the work requires high accuracy or hr team has not had much experience.
For example: In the process of commissioning the production line or troubleshooting, engineering, management need to quickly assign work, progress control ensure every step in the right safety standards. The staff to handle or debate stretching can lead to errors or loss of time.
Although high control, this style still have certain value if you know how to apply flexible. Those organizations are troubled about the performance or lack of personnel the ability to operate, this is one of the ways management level employees under help stabilize activity in the short term, creating a premise to move to the style more flexibility later.
In summary, there is no style which is optimal absolute. A good manager is someone who recognizes circumstances, the capacity of the team and the goals of the organization to choose the management level employees under the best fit. Flexibility in approach not only helps business better adapted to the change, but also build a team capable of sustainable development from the inside.
4. The common errors when managing subordinates and how to avoid
Incidence basic mistakes in the management not only affects the working performance but also causes long-term damage to the reputation, corporate culture. Here are three common errors and how to troubleshoot effectively.
4.1. Micro-management control excesses
Micro managing (micromanagement) is a type of management in which the head intervene in almost every work of the employee from the work details to each small decision. Instead of empowerment, managers back monitor excessive, causing employees to feel not to be believed and losing motivation.
For example, when a team requires employees to report work progress every hour or constantly editing each small part of the presentation this makes employees feel cramped and less creative.
Solution: Apply management by results (management by objectives – KPIs or OKRs), intervene only when need support, should not control the workflow in an extreme way.
4.2. Lack of positive feedback, recognition, timely
One of the key factors in how to manage staff effectively is the record at the right time. However, many managers focus only on errors, forgot the recognition of the efforts, achievements of staff. This makes them feel not to be properly assessed and lack of motivation to strive for.
According to a survey by OC Tanner 2024, with up to 67% of employees absent from work because feeling is not recognized in the work. This suggests a direct impact of the lack of positive feedback to the rate of attachment.
Enterprise value received when improving this point:
- Increase retention of personnel quality.
- Promote, work ethic, dedication.
- Contribute to building the enterprise culture positive, humanities.
Solution:
- The set up process feedback periodically, including positive feedback, suggestions for improvement.
- Combined forms recorded flexibility: email thank, commend internal recognition system hr software.
4.3. Biased reviews or lack of interest
In the management process, if the head proved in favor of a group of certain employees or make an assessment not based on actual results, this will cause loss of belief in the collective. Employees can feel his efforts are not recognized, which in turn leads to attitude, let go, or even the holiday.
For example, when two employees have the same achievement, but only one receives the prize due to have a personal relationship with management, which will create psychological discontent in the team.
Enterprise value received when management fair:
- Strengthen the internal mount, reduce conflicting groups.
- Staff assured work efforts based on the actual capacity.
- Promote a culture of transparency, efficiency, sustainability.
Solution:
- Set rating system based on clear criteria transparent.
- Incorporate the feedback from many source (360 degree feedback) to ensure fairness.
- Training mid-level managers about the skills assessment center, to avoid bias feelings.
5. Technology solutions managed support staff effectively
In the context of business must manage a team of increasingly diverse generations, skills and working models (direct, hybrid, remote), only based on personal experience to operating personnel no longer effective enough. Technology solutions play the role as an assistant strategy helps managers decisions faster, more accurate, more grounded more clearly in the deployment how to manage subordinates.
5.1. Application software hr management comprehensive
A software hr management as LV SureHCS not only help business record management, attendance or payroll, but also provides tools to set goals, achievements recorded and evaluated work performance in real time. The integration of these features into a single system to help management make decisions based on data instead of hunches.
Giving value back to the business:
- Track the progress of the work, the capability of each employee clear, transparent.
- Easy set control KPIS, OKRs by individuals or departments.
- Process automation reviews to help save time, avoid errors.
- Generate reliable data in order to serve the decision about training, rewards or transferred.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS
LV SureHCS is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.
Feature highlights:
- Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly
- Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees
- Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
- Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results
- Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI
- Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.
INTEGRATED AI ACCELERATION CONVERTER OF PERSONNEL
Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
TYPICAL CUSTOMERS ARE DEPLOYING LV SUREHCS
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
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BUSINESS IS WHAT WHEN DEPLOYING SOFTWARE LAC VIET SUREHCS?
- Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
- Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
- Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
5.2. Integrated tool, 360 degree feedback, employee recognition
360 degree feedback is form employee evaluation from many sides: colleagues, superiors, subordinates, and even customers. This holistic view helps managers understand the strengths – weaknesses true of employees instead of just based on perceived subjective.
Tool combined with recorded achievement (Reward & Recognition), businesses can create an eco-system management, transparency, encourage donations.
Practical benefits:
- Enhanced reliability in the decision rewarded, promoted.
- Strengthening the spirit of cooperation between the parts.
- Contribute to building corporate culture take employee-centered.
The applied technology does not only help simplify the management process but also bring long-term value for business: from reduce the rate of absenteeism, increase labor productivity, to improve brand reputation recruitment. In the search for how to manage staff effectively, invest in technology solutions staffing is necessary step strategy sustainable.
