The Dos and Don’t of Establishing a Framework

Use all the means of communicating with your staff	Don’t ask staff to do something that you wouldn’t do yourself
Strive to regard your associates as competent people	Don’t forget that TRUST is a two way process that takes time and effort to establish.
Strive to create to create a positive atmosphere which is free from rigidity	Do not take sides or show favouritism
Always show loyalty and support to your staff	Don’t discourage staff from speaking out
Always set challenging ambitious goals all round	Don’t be vague about staff roles. 95

Forming a Team

1 When recruiting for new team members look for their growth potential

2Avoid appointing candidates just because you are short staffed

3 Take into account the feelings of staff when promoting within the organisation

4 When a reference has reservations always ask for further explanations.

5 During recruiting interviews ask candidates what they really did in their previous job.

6 Ensure there are no interruptions during interviews.

7 See that the recruits are welcomed and fully supported on arrival.

8 See that the new recruit is properly inducted into the new job.

Exercising Authority

It is a leaders’ role to issue clear instructions and to ensure that everyone understands them.

1 Encourage staff to approach you if something is not working according to plans and act quickly

2 Insist that staff inform you of good and bad news; use crises as opportunities to develop staff.

Delegating Tasks and Skills.

Delegation is a time management skill that allows you to exercise control and at the same time meet your own responsibilities more effectively while developing the skills of your staff.

Tips for managers

1 Delegating is skill that boosts morale and builds staff confidence, called (Job enrichment).

2 Never keep work simply because you think you can do it better. (Don’t do everything yourself).

3You should always set high achievable delegated targets that extend and challenge your staff.

4 Delegate with responsibility, clear objectives developed and with enough resources.

5 Make sure the delegatee fully understands the task by asking questions you face to face.

6 Develop a reporting system to allow the delegate to work independently of you.

Points to member about delegation

1 You must always seek new opportunities to delegate.

2 Interference with the work of the delegates should be avoided unless absolutely necessary.

3Staff training should be given priority to ensure effective future skilled delegation opportunities

4 Possessive feelings about work are negative and are unproductive in any workplace.

5 Delegation involves loss of direct control but retention of overall responsibility by the manager.

6 Responsibility for entire tasks should be given to single delegates whenever that is possible.

Communicating Completely Clearly and Effectively

Communicating is a process that involves the whole being of an individual in a variety of ways in all life situations. Without the process of communication there would no exchange of ideas and opinions which is the basis of influencing and being influenced by any social phenomena.

In the business world, communication is the sine qua non of relationships between systems and individuals who are part of the social phenomenon.

To ensure that messages are transmitted (sent) up and down the hierarchy, received, understood, acted upon and fed back; and the purpose of communication completed, you need to have common clear open channels, symbols that are understood by relevant parties to the communication process.

Effective communication is the OXYGEN of business relationships.

The prevalent business management structure in the world and still there today, is the Top Down structure, a pyramid hierarchy, with top managers sending instructions down to lower levels of the organisation. Yet, they cannot be sure that the message has got through clearly. A flat management structure with few management rungs and a short span of control is an alternative to the pyramid.

However, even with the short management span, the efficiency of communication still needs to be checked to ensure success. Feed back is an effective way of ascertaining communication success.