Dear Manager

A few things to remind you about the manager you set out to be, you know for when you have your next gig as a manager. What better way to hold yourself accountable than to put it online for the world to see. So here goes:

letter writing

Dear Manager,

Remember the type of manager you wanted to be. Much like the type of manager you wanted to work for. Remember that. Are you that manager now?

Believe in your people. When you no longer believe in your people, have that tough conversation with them…fix it. Do you believe in your team right now?

Fight for your people. No need to fight for your people, if you don’t believe in your people-see previous item. Fight for them to have the resources they need. Fight for their needs. Fight for their interests. Will you fight for your team today if you need to?

Stick up for your people. Stick up for your people. Stick up for your people.  Don’t let anyone belittle your profession and do not let anyone belittle your people. If you aren’t comfortable sticking up for your people we need to revisit the belief you have in your people. Will you stick up for your team today?

Remember what it was like to be in the trenches and use it for something. Don’t use it for horror stories and telling your team to suck it up and press on. Don’t use it to tell your team that it could be worse, it was worse. Use it to think of new ways your people can get their work done more efficiently. Use it to help your team think creatively to solve problems. Use it as a reminder to not take your people in the trenches for granted. Use it to keep yourself from getting frustrated with your people in the trenches. Some days were tough. Use it for improvement. Do you remember what it was like?

Don’t use the phrase “that’s just how we do that here,” or “that’s the way we’ve always done it.” Don’t discourage your team from thinking creatively and/or understanding processes. You cannot undo that. Are you discouraging people?

Don’t set your people up for failure. You can prevent that.

Grow your people. Grow your people in whatever way they are willing to grow.

Forgive your people when they make a mistake.

Listen. Listen to what their needs are, what their wants are, what their goals are. How can you help them today?

Finally, keep adding to this. You can’t have too many reminders to bring you back to what it was like. Don’t just say you don’t want to be a certain way when you’re manager, act on it. Hold yourself accountable and do what’s right.

Sincerely,

The younger you that knew she needed a break from being a manager. It can be tough on both sides of the table. 

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Author: Kristina H. Minyard, SHRM-CP, PHR

My goal is to challenge the way we view, measure, and utilize HR and recruiting in a positive and encouraging way. I love working in HR and value the network of HR professionals that I also call friends. I'm always learning from my fellow HR pros and find comfort in their expertise. I'm an active member of my local SHRM chapter (NASHRM) and a total HR enthusiast! My HR related knowledge is a mix of recruiting, retaining, engaging and just plain helping people discover their passion. I'm a follower of Christ, Wife, Mom, Corporate Recruiter, Blogger, problem solver, runner, Sports FANATIC & Razorback surviving amongst the [crimson] tide! You can find me on twitter & Instagram: @HRecruit Snapchat: kminny32 Google+: https://plus.google.com/+KristinaMinyard LinkedIn: http://www.linkedin.com/in/kristinahutto/ Thoughts here (and on all my social media channels) are mine and do not represent the thoughts/beliefs of my employer. Why would I name my blog HR Pockets? Read about it in my first post years ago!!

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