Many years ago, HR primarily managed benefits, file employee paperwork, and engage in a variety of other tasks to keep compliance penalties and legal action at bay. But now, there are higher demands on them and they now enter their positions with a higher purpose in mind: developing the company’s human capital (its people).

How then do you Maintain An A-Team Without Headaches?

1. Work with your team, not above them
Although you might be used to having complete control over your workload, taking on managerial responsibilities will require you to relinquish some of that power and assign some tasks to others, according to executive coach Ora Shtull (certified by the International Coach Federation).

You won’t be able to step up and handle more senior tasks if you don’t get over your addiction to doing everything, she warned.

Delegating is a part of letting go. It’s crucial to remember that delegation does not entail abandoning the team or abdicating responsibility.

Although you have different duties than your team members who are at the entry level, you should nonetheless get your hands filthy. In addition, you want to involve your staff in decision-making.

2. Having a strong work ethic.
According to Sacha Ferrandi, founding partner of Source Capital Funding Inc., "by choosing to lead by example and demonstrating that [you] are an expert at what [you] are asking them to accomplish, it can frequently result in increased respect and productivity." It’s impossible to dispute the fact that a boss’s work ethic rubs off on employees. They are more likely to work hard for you if you put in the effort for them.

3. Learn about your staff.
Each employee has unique talents, weaknesses, and learning styles. It is your responsibility as a manager to truly comprehend each person's traits in order to effectively lead them and to foster a good boss-employee connection. This can be accomplished by monitoring the work they perform, but regularly asking straightforward questions also yields information.

You can then modify how you assign assignments to this employee based on their responses to get the greatest results.

4. Create a positive work environment.
The success of your company can be significantly impacted by the example you set for your office. It's critical to establish an upbeat, enjoyable workplace where team members feel valued and respected. A content worker is a more effective worker. By modeling positive conduct every day and adopting sporadic team-building exercises, you may develop a diverse and inclusive workplace culture.

5. Regular Recognition
You should frequently provide recognition for team successes (even small ones). Great leaders recognize their employees and express their gratitude whenever possible. Employees want to feel appreciated and have their work noticed. When you credit them for a job well done, it motivates them to keep working hard.

“Simply put, great bosses, pause frequently to praise others and promote the positive, rather than harping on shortcomings and mistakes,” , Shtull said.

The preferred forms of acknowledgement and desired frequency of team events should be discussed with your team. These events may be connected to your job, your volunteer activity, or just for pleasure, but you should take care to make sure that each one is welcoming and acceptable for your workplace.

6. Communicate goals, expectations and feedback.
Successfully setting goals and outlining expectations for team members is one of the most crucial aspects of management. For their teams, managers should concentrate on developing SMART (specific, measurable, attainable, realistic, and time-bound) targets. According to De Souza, departmental and individual goals should be adapted from the organizational objectives.

Good managers are upfront with their team members about their expectations after defining targets. De Souza advises conducting organized goal reviews. To make sure team members are content and feel challenged in their responsibilities, you can periodically check in with them. However, communication is two-way; you must listen just as much as you speak.

Leaders who don’t listen will always be surrounded by those who have nothing to contribute, according to Shtull.

As a boss, you’ll also have to overcome the addiction to always being correct in addition to letting go of control over all the work. Never only advocate for your own viewpoint. Your team members won’t want to contribute their thoughts if you sound set in your ways.

7. Coach your team members.
You must speak up for them if you want to have a valuable, devoted staff. Employers should be inspired and passionate about their profession, much like effective coaches should be. By doing this, your staff will be able to prevent burnout and enjoy producing their finest work.

What proper coaching does is that it develops members, and eventually turns them into outstanding bosses.

8. Show your concern for the future and careers of your staff.
Give them the instruction and information they require to be successful in the workplace. The development and success of their staff members do not frighten good managers; rather, they inspire and welcome change.

Finally, as a good manager, you shouldn’t be threatened by change, whether it be in the way certain processes are done or new leadership. Embrace it and find ways to use it to the benefit of your team for maximum efficiency