Correcting people is one of the most challenging tasks a new manager faces. But using the following techniques should make the situation more comfortable for both parties.

1.  Do it as soon as possible after the violation. The sooner you speak to someone about a mistake they made, the more impact it will have because any problems or bad feelings that issue caused still exist. You will also hopefully prevent a repeat of the same mistake.
2. Do it in private. Correcting someone in front of others could embarrass not only the person being corrected but also those who are watching you do the correcting. When that happens, the person could get defensive or withdrawn. This means they won’t hear much of what you’re saying because they want to defend themselves or just walk away. Have enough respect for the team member to address the problem personally without others being involved.
3. Address the behavior not the person. When you criticize the person, you come across diminishing their self-worth. This is something else that can make the person get defensive and tune you out.  Addressing someone’s tardiness will be will be easier than telling them they are unreliable.  
4. Use the sandwich technique. This simple approach requires that you open and close your discussion with something positive about the person. To address just what’s wrong, implies that you don’t see what is right, and that can make people feel unappreciated and cheated.

No one likes correcting others (or being corrected) but using these techniques will both parties be whole lot more comfortable during the process.

Find out what’s important to each person on your team, what their goals are, and what they are all about. By inquiring about their goals, it shows you value them. If done sincerely, you will establish a personal bond with each other, which will build a stronger and more supportive team.

Also, when you understand your team better, you will then be able to craft your messages and communication to them in a meaningful way.

Remember, get close but don’t get intimate. I discourage that. Getting too close can bring in emotions that can get in the way of achieving the goals of the business.

Unfortunately, some companies merely train their managers how to write a schedule, work the alarm system or do the paperwork properly. They offer no Management Training in their Management Training Program. That’s like explaining to someone how an engine works and then expect them to be able to drive.

Well, not surprisingly, these companies usually end up with a huge amount of shrinkage and employee turnover…not to mention razor thin profit margins. 

It’s ironic that most companies don’t seem to hesitate when it comes to investing in technology, inventory, or even advertising. But for some reason, they don’t take advantage of one of the most cost effective investments they could make; training managers how to supervise people.

To be effective, Management Training must be personalized to relate to your Manager’s individual needs and everyday experience.

Management Training will also increase self confidence, job performance and employee value. For companies, Management Training improves sales, employee productivity and profit margins.

In fact, Management Training is can be so cost effective, the ROI can be substantial!

Let’s take a look at 5 reasons why Management Training is one of the smartest investments your company could make.

1. EMPOWERMENT – Well trained Managers can take on more responsibilities and more IMPORTANT responsibilities. These Trained Managers will be able to accomplish more AND help you do more. 

2. COMMITMENT – By investing in training, you show your belief in the Trainee. You show that they are valuable to you. This in turn, creates a stronger bond between you and your manager. You also increase the odds that this now highly trained and skilled Manager will actually stay with you. 

3. MORE KNOWLEDGE – With Management Training, your Mangers will be more aware of their environment. They will have a deeper understanding of the dynamics of a situation and therefore, will be more “nimble on their feet” when it comes to providing solutions. 

4. MORE TOOLS – Management Training will provide your Managers with new processes, perspectives and systems that will improve their performance and the performance of those they work with. 

5. SHARED BENEFIT – It’s common to see lateral Managers and a Subordinates feeding off of the information the newly Trained Manger provides. When people see there is a better way to something they are usually quick to copy the process. 

As you can see, Management Training offers you many benefits. In fact, you be hard pressed to find another investment that offers you so much.

So when putting together your next fiscal budget, make sure you dedicate enough resources to Management Training. Few investments in business offer so much.

We are all different, especially when it comes to learning. Therefore, as a manager it is your responsibility to determine how best to communicate with the people you are supervising or training so they absorb as much as possible.

While most of us prefer to be taught visually, there are those among us who rely more on what we hear. Then there are those folks who have to physically do something to learn it. Take notice of what your trainee best responds to, or better yet, simply ask how they learn best.

Be flexible with your training approach to allow for modifications in your presentation.

Employees are more likely to support and listen to a supervisor who is approachable. The reasoning is simple. They feel they can relate to the supervisor and therefore build a bond of trust. When an employee connects with you on a personal level, they not only want to do a good job for themselves but they also want to support your goals. This means what’s important to you is now important to them.

Being approachable means your team feels they can talk to you without reprimand. Therefore they will be honest with you instead of telling you what they think you want to hear. This will give you a true insight as to what actions you need to take.

With this level of trust, understanding and connection, your team will be less likely to quit, steal or manipulate. Instead, they will be focused on performance, which can only mean good things for you and your company.

We are all different, especially when it comes to learning. Therefore, as a manager it is your responsibility to determine how best to communicate with the people you are supervising or training so they absorb as much as possible.

While most of us prefer to be taught visually, there are those among us who rely more on what we hear. Then there are those folks who have to physically do something to learn it. Take notice of what your trainee best responds to, or better yet, simply ask how they learn best.

Be flexible with your training approach to allow for modifications in your presentation.

You will find that as you empower your team to make decisions, they will share in the responsibility of the success of the company because they now have skin in the game.

As you grow confident in their ability to make the right decisions, give them more and more authority. This will embolden them further and create a cycle of empowerment that will ultimately free you up to move on to more important tasks and responsibilities.

Empowerment is one of the most import techniques you can use to help yourself, your team and your business be successful and grow.

Effective management cannot happen without open communication among the team. The more open the communication the better. A 360º feedback policy with your team will not only allow for open communication but also make the communication immediate. Simply put, a 360º feedback policy empowers your team to share their views and provide input as an issue is unfolding or as a task is being performed and allows you to do the same.

For example, when training, it is a good idea to “check in.” Frequently ask the trainee if they have any questions or request that they explain their understanding of what you just said. And remember, always ask open-ended questions. Yes’s and no’s don’t tell you what is going on in someone’s head.

This collaborative approach establishes trust and rapport among the team. It tells your team that their opinion matters, that they are valued, and that they have an important impact on the direction of the company and its success.

Another key aspect to this approach is to have an open door policy. This allows your team to have the option of speaking with you when they are comfortable and to do so privately. You could also schedule regular meetings to ask for feedback from your team on everything from their duties to how well you support them to their opinion of the company. This will empower your team and establish loyalty to you and your business.

You can’t do everything yourself. The most common mistake for people who are new to supervising is trying to do it all. Just because you know how to do something better or quicker than someone else does not mean you should do it. It’s counter-productive, self-defeating and it guarantees burn out for you and frustration for your team. 

And no, you shouldn’t just do it anyway because it will take longer to explain it than to just do it. While that may be true in the short-term, this thinking will be detrimental to you, your team and your business in the long run.

Leveraging others’ time and abilities is the most efficient way to supervise your team and to maximize performance and productivity. While there will always be times when you have to jump in, it should be the exception and not the rule. Learn how to delegate and let go.

Most of us are so focused on what we want to say that we miss most of what the other person is trying to communicate. We just wait for them to take a breath so we can jump in with our own comments. To manage effectively, you must be understood and the best way to do that is to understand with whom you are talking.

Make every effort to get to know who you are dealing with as a person. I am not implying you need to know every intimate detail of the other person’s life but knowing someone’s likes, dislikes and the perspective from which they see the world will be very beneficial to you when you are presenting your ideas and are in need of that person’s support. 

When you are speaking to someone, take care to focus on not only what he or she is saying but their point of view as well.

Stop talking. Ask open-ended questions. Allow enough opportunity for other people to explain themselves fully and then provide feedback to them as to what you understand they are communicating.

Follow the same process when you are explaining something to someone else. Ask them to describe what their understanding is of what you just said.

If you are faithful to this process, it will virtually guarantee there will be no misunderstanding between the parties.