如何做一個成功的經理人
要做好一個成功的經理人並不是那麼容易的事。接下來小編爲大家整理了如何做一個成功的經理人，希望對你有幫助哦!
- Stay focused.
you. job is to manage the department, not become friends with your employees or do their jobs if they can’t. Make sure you have a clear job description and then sit down with your supervisor and find out exactly what expectations he or she has for you.
工作專注。你的工作是管理某個部門，而不是去成爲僱員的朋友或者如果他們不行的話就去做他們的工作。確保你清楚自己的工作職責，然後坐下來和你的上司弄清楚他/她對你有什麼期望。
- Go through the job description line by line.
Prioritize the tasks and find out what any vague wording exactly means. Then it is the time to ask questions and to point out any tasks that you feel aren’t under your control.
逐字仔細閱讀工作描述。把各項工作的優先次序區別開來，然後弄懂那些模糊的措辭確切指的是什麼。接下來的時間是提問題，並把你認爲不是你的管轄範圍內的工作指出來。
- Involve your staff.
Chances are your older employees have seen it all. They will be able to tell you what’s a potential problem and what isn’t. If you’re asked to solve a problem, go to them for advice before you try to come up with anything on your own.
請教你的員工。老員工經歷過所有的事情。他們能告訴你什麼是潛在的問題，什麼不是。如果有人要你去解決一個問題，在自己設法想出任何法子之前先去聽聽他們的高見。
- Don’t make massive changes all at once
. New managers frequently want to come in and totally redesign processes and systems to show how smart they are. There may be some necessary but for the first few months, keep things the way they are. Chances are the systems and processes have a history and have good reasons for being in place. If there are major areas you could change right away, you’ll still look like a more thoughtful manager if you ask for advice and get input from others, then propose a change in a reasonable timeframe.
不要一下子做出大幅度的改動。新上任的經理通常想一步到位，並重新制定所有的方法和制度，以炫耀他們有多聰明。改動也許有必要，不過不是在最初的幾個月裏，剛開始時要保留原來的東西。那些制度和方法有一段歷史了，它們有它們存在的好理由。若是你可以馬上進行大幅度改動，那麼先徵詢建議並聽取別人的意見，然後在一個合適的時間提出改動，這樣你更像個考慮周到的經理。
- Be a good communicator.
Employees respect a manager who tells them what they did wrong without laying blame - you’ll go far with your employees if you admit a mistake you made before you talk to them about mistakes they’ve made. Employees also look for a leader who knows when to pass on important company information, when to go to the next level with a concern, and when to crack down on the rumor mill.
進行良好的溝通。僱員敬重那些告訴他們做錯了什麼，而沒有去指責他們的經理——如果你在對僱員說他們犯了什麼錯誤之前先承認你犯了一個錯誤，僱員會更加敬重你。僱員還希望領導知道什麼時候傳達公司的重要信息，惦記什麼時候去找上一級領導，以及什麼時候進行闢謠。
