HR managers have a wide array of responsibilities, but they ultimately upkeep the corporate culture, work directly with employees and put out fires.
While every company creates an individual job description for this position, anyone who has worked in HR knows that there is no limit to what needs to be done.
Have you ever heard the phrase, “it’s all about who you know?”
Although nepotism is not the only thing that can get you a job, the way you interact with others and your ability to build relationships can significantly affect your career.
Managers are many things – they are employees, employers, supervisors, teammates and coaches.
They answer to their superiors, partners and clients, but most of all, they are responsible for the productivity and loyalty of their team.
Mergers, acquisitions, franchising, new software implementation, a new marketing strategy… these are all common happenings in today’s business world that require change to occur in the organisation.
Change is the new status quo with increased globalisation and the internet, but not everyone at your company is always ready and willing to embrace change.
If you’ve come across this article, you already know the importance of setting objectives for yourself and your team.
However, if you’re like most people, you are aware that most goals you set are simply forgotten after a couple of weeks.
Being a manager does come with certain perks, such as having the respect of your employees, a higher salary and more freedom.
While these seem like great advantages to a regular employee, what many people that end up becoming managers find out is that there are also many disadvantages of being a leader.
Baby boomers, generation X and millennials are an all new breed of employees that no longer want to listen to a boss blindly and follow instructions to a tee.
This is why one of the most important managerial skills to possess nowadays is persuasion.
For managers to be successful, their team members need to respect them and follow their instructions.
It’s often difficult for leaders to find their place in a department as they don’t want to be seen as a micromanager, but also don’t want to be seen as a pushover.