So, You’re A Manager… Now What?

Posted on December 21, 2016 by Jay Franze

Congratulations! You’re a manager. Now what? Your number one priority is to lead your team and guide them to success. Your leadership will be the difference between a team that just gets the job done, and one who is sought after. So, what do you need to do?

Prove Your Worth

The management role is purely overhead, so you need to constantly prove your value. By showing that your team is more productive with your leadership, you demonstrate the value you bring. You want things to run smoothly while you are in charge, and you want the company to recognize that the flow is easy because of your leadership. They also need to see that without it, productivity will go down and the team most likely will not perform at the same level.

Get it All Organized

Being a manager requires a great deal of organization. Leading your team is number one, but that does not negate other responsibilities. Keeping records and getting into compliance with state laws are imperative. Determine the best course of action to help everything run smoothly and present it to your team. Let them know their roles and your expectations and be sure to answer their questions. You need them to be on board with you and that is difficult if they are unclear. You can resolve your team’s concerns if you listen and help them develop solutions.

Your Team is an Extension of You

As a manager, your team is your greatest asset, so strong people skills are essential. Your team will reflect your style as a leader. You need to realize that every team member is different, and they need to be treated accordingly. By treating each person uniquely, you break the cookie cutter mold that many managers fall into. Be aware of your team’s needs and manage them according to their individuality. Get to know your team and you will become a more effective manager. When your team deals with clients, you want your leadership to be seen through them. You can do this by treating each of them as the important person they are.

Be a Doer, Not Just a Teller

Be hands-on when you lead your team. Get your hands dirty and jump right in. Demonstrate that you will do whatever you ask of them. Make sure you listen to, and consider, their input and opinions. For them to take ownership of any project, they need to feel confident and know you support them 100%. Any employee who does not feel their manager is on their side will not be successful. Keep your team properly trained, get them engaged, and give them all tools necessary to achieve their goals.

Although managing people has its challenges, it is very rewarding. Prepare a plan of action, keep an eye on progress, and adjust as necessary. Be a manager your team wants to emulate, and success will be yours.

Resume Writing For Managers

Posted on December 20, 2016 by Jay Franze

When you think about resumes, you probably think about looking for a job. In fact, most people do not even write or update their resume until they feel they are going to lose their job. This strategy often backfires when someone loses their job and has to spend a week pulling together dates of employment that could go back a number of years. Keeping your resume updated is not just for moving outside of your current company, it could also be to move up within it.

Getting Started

A resume is a document, unique to you. It is not a letter, memo, or presentation so do not write it as such. When writing a resume for a management position you will need to elevate your standards and show off your abilities. Focus on the position to which you are applying and highlight the skills and experience you have which target those requirements. Include your accomplishments and special recognition as it pertains to the position. These are the areas that are most important because they are what employers look for.

Get Your Competitive On

In order to stand out above the other resumes surely to be seen for an open manager position, your resume will need to stand out. When it is time to update your resume for a new opportunity, read the job description first. This will give you an overview of what the position requires. Employers spend an average of ten to fifteen seconds perusing a resume, so make yours easy to read and direct. Utilize the K.I.S.S. (Keep It Simple Silly) method.

Header

Your header should include your full name and contact information, including a working phone number with a professional outgoing message. Now is not the time to show your appreciation for the latest ring back tone. Use a professional email address. There are plenty of free services that you can sign up for, so you do not have to use bigdaddy1976@hotmail.com.

Objective

The objective should be the first section of your resume, and it should sit just below the contact information. Now the rule of thumb is to write one sentence stating exactly what you are looking for. However, when writing a manager resume, it is recommended that you write a small paragraph. This should tie your resume together using important points you want to highlight. This is a good chance for you to use some keywords. Just be careful you do not end up with a cookie cutter objective. These are easy to spot and tell the HR representative you could not talk about your own goals without the use of Google. What do YOU want to do?

Chronological, Functional, or Both?

When it comes to resume styles, these are the basics. A chronological one is exactly as it says and goes in order from most recent to earliest. Your experience goes first in this case, unless you are a new graduate. In this case you would list your education first. A functional resume focuses on the skills you have rather than a listing of positions. This is useful when you are changing careers. A combination is a little bit of each one. The first is easiest to keep updated and is generally easier to upload when applying online to a position.

Experience

List the most relevant experience you have. There is no need to list any transition jobs here. Include the name of the organization, dates of employment, location, your title, and a solid description of your responsibilities.

Skills

When listing your skills, keep the list short and relevant. Use bullets for ease in reading.

Education

When listing the relevant education, be sure to include the name of the school, address, dates attended, area of study, and the credential earned. Do not list something irrelevant or unfinished. This may cause you to appear lacking in drive and focus. If you have multiple listings, be sure to list them in reverse chronological order. Again, at this stage in your career, I would not include any copy of irrelevant course work.

Keywords

It is important to use related keywords throughout your resume. Choose words that are related to your position and your field. It is important to show that you speak the same language as the employer, and it makes it easier for them to read.

Strong Keywords Include

Abilities, achieved, administered, assigned, coached, controlled, coordinated, core, competencies, developed, dictate, directed, dominated, established, forecast, guided, handled, influenced, initiated, innovate, inspired, key, lead, led, maintained, managed, motivated, organized, originated, oversee, qualities, and supervised.

Lastly, this process is a sales pitch, so avoid listing a bunch of facts. No lying or exaggerating. Just the facts, ma’am, just the facts.

Managing Your Team’s Schedule

Posted on December 19, 2016 by Jay Franze

As a manager, creating and managing schedules is tedious, but needs to be done. A well-planned schedule allows you to stay a step ahead of complex situations and gives you maximum efficiency. There are a number of ways to tackle the scheduling beast; here are a few.

Easy Peasy

For a small team, pen and paper might work just fine; a larger team might be better suited to an online, shared calendar. You simply create a calendar and add anyone to the group to whom it applies. As you make updates, you select to send those to the team members. As your team grows, this method can become a little tedious and take up more of your time.

Spreadsheets are Another Way

Spreadsheets are not time savers. They can certainly put maximum information in one place but are often confusing and one error slows the team down. Additionally, distribution of them wastes paper and causes more waste.

Is Software Right for You?

As your team grows, there are many software-based systems available. They come at a cost and usually require training. The benefit of these systems is that they are turnkey and instantly publish your updates. Some even have mobile access through your smart phone or tablet.

Getting Started

Once you have your tools and you are ready to work, make a list of your employees. Your list should include any special skills needed for the job, as well as any compliance requirements, e.g. training, licensing, etc. You should keep a record of any time-off requests, as well as how it affects their current PTO. Remembering these things will build confidence in the eyes of your team.

Begin Filling Positions

Next, make a list of the positions you need to fill, including the dates and times. How you split these shifts between your team will determine their quality of life, so take the time up front to iron out the details. Consider giving everyone at least one weekend day off, but at the very least give them two days in a row. Schedule the right person for the job by considering the skills needed for each position. Little things like this can determine your team’s happiness. The more you know your team, the easier the process will become.

Set Policies

Lay out clear policies and hold your team accountable. If you make your schedules out two weeks in advance, then you may want your team to submit any request three weeks in advance. This gives you some time before you make the schedule to consider any upcoming projects. Always have time-off requests submitted in writing, hard copy or email. Take breaks needed into consideration when preparing the schedule. Have them put it in writing so you can refer back to it later. Make sure you take into account any breaks your team will need. Have your team review and verify their schedules and check them throughout the week for changes.

Always hire more employees than you need. As the week goes on, someone will call off for one reason or another. Flexibility is vital to prevent any overtime or undue stress on your team. Hope for the best and plan for the worst. There are many things to consider when managing a schedule, so find the tools that work for you and pay attention to the details. You can always change the method later but start with something and see what works.