With Synergy

Presented by Tiffany Johnson

Developing Others

Does what I am doingeveryday need to be done?

Do I have the talent tocomplete what I am doingeveryday effectively?

Should someone else beperforming my job duties?

What am I doing that is specialized that only I can do?

What are my strengths?Do I produce everyday?

Key Questions

Who am I?What are my strengths?How do I work with others?Where do I belong in the

organization?What am I contributing

each day to the organization as a whole?

Key Questions for Employees

A manager should beable to effectively answereach of these questionsabout their employees byanalyzing each employeeand listening to feedbackfrom other employees and mangers.

Managers should clearly communicate their expectations to further employee development.

What is a Manager’s Job?

Whenever you as amanager set a goal foran employee write it done.

In six months revisityour notes to analyze theemployees progress.

Recognize different peopleneed different types of development.

Setting Goals for Development

An employee shouldbe able to look backover the year andrecognize what theyhave done well.

An employee shouldfeel comfortablediscussing their qualitiesand abilities with their manager if the manager promotes open communication.

Employee Assessment

Using successionplanning can helpemployees understandwhere they fit in inthe organization whichwill lead to getting themost benefits fromeach employee.

Are they managerial material or are they justhard workers?

Can you delegate or do you need tosupervise them all of the time?

Benefits

How much responsibilitycan you give your keyemployees?

It is important to bemotivational whendelegating responsibility.

Trust each employee withthe responsibility you are giving them.

This will build a strong organization.Allow people to develop their

own motivation.

Successful Delegation

As your organizationgrows and developsconflict will arise.

It is important toremember you as amanager have theresponsibility ofrelationship managementand listening to the issue rather thathaving a one solution fits all.

Conflict and Resolution

Most conflict arises from people notfeeling like there isan equal workload.

Reward those whodo work hard.

Coach those who do not.Lose those who do not have the

right talent quickly.

Tips

Set realistic goalsfor your employees

Understand theirtalents and individuality

Communicate thosegoals effectively

Show your employee your appreciationLastly, know your key employees and

effectively use succession planning

Set Goals