4 Management Tips for Students in an Online Business Manager Automotive Course
If you love cars but are more attracted to the business side of the industry, becoming an automotive business manager might be for you! That being said, being a great manager requires certain skills for success, not the least of which is people management.
Being a great business manager can involve motivating your staff, dealing with employee grievances and disputes, interviewing and evaluating job candidates, and more. Read on to learn how to master the interpersonal side of the job.
Remember That Your Employees are Unique and Complex People
Don’t fall into the trap of thinking that the characteristics of your employees will match yours — people are far more complex and varied than that. Instead, make an effort to better understand your employees’ personalities, and how you can get the best out of them.
For instance, some employees might be more outgoing while others are more introverted, but both add a lot of value to your team. Or you might find that some team members operate well with a very set work routine, while others like more flexibility and variety in their days. Having a strong knowledge of personality dynamics can help you lead a team of people more effectively, and know what can best motivate them to get the job done.
Tailor Your Approach to Your Employees Rather Than Against Them
If you’re going to have success as a people manager during your auto career, do not preoccupy yourself with the idea that you can change your employees. If you try to fit an employee into a role they don’t want, or that does not suit them, you will be fighting a losing battle. Instead, try and adapt your management style to your employees’ personalities and strengths, rather than trying to make them adopt an approach that doesn’t maximize their talents.
Be Constructive With Your Feedback During Your Auto Career
Once you step into a role as a business manager after your automotive course, it’s important to remember how giving feedback can be misconstrued as criticism by your employees. If you’re going to point out how an employee forgot to do something correctly with a contract, sale, or credit statement, don’t brutally admonish them for the mistake.
Instead, try and be as gentle about it as possible while simultaneously acknowledging the great work they’ve already done for you. Make sure there’s a solid balance between criticism and praise, and that any criticism is constructive in nature.
Be There for Your Employees and Look Out for Them
Being there for your employees and acting as a source of support for them involves getting a few things right. Firstly, be sure you listen to them and any concerns they may have, and avoid jumping to any conclusions or making assumptions as to what they’re thinking.
Secondly, if you’re having one-on-one meetings with employees, make sure you ask if they have any other questions or concerns. Finally, check in with your employees if you sense they’re feeling upset or stressed. Even when there are no issues, it’s good to check up on how they’re doing from time to time, as this will help them feel valued and able to communicate easily with you.
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