|
Perfecting Your Construction Management Style
January 15 2025 - Management is a difficult and subjective thing. You have to balance your own strengths with tried-and-true leadership strategies, as well as the specific nature of your own team. This is before you even consider the industry that you find yourself in, which can add an even wider span of variables to the question.
So, by focusing on one area, like construction, you can begin to think carefully about how you want to improve. It's also an opportunity to find the right balance between being as accommodating as possible to new ideas and finding a consistent management style that gets you into a good rhythm.
What to Avoid
Before you start building up your management style, you want to make sure that the foundations are as positive as possible. Otherwise, you might find yourself getting stuck into a routine that is built on negative habits, making it much harder to change down the line. Perhaps the most glaring issue to avoid when it comes to management, outside of actively hostile or aggressive leadership, is micromanaging. This is an intrusive and overbearing type of management that might have you feeling as though you're exerting a greater degree of control over your operations, but it could have a negative impact on the working atmosphere of your employees.
It's also important that you avoid developing a work culture that inhibits communication or transparency. You don't want certain members to feel uncomfortable or that you have favourites, as that could lead to all kinds of issues.
Supporting the Team
When your team grows to the point where you're having to manage multiple projects and teams, you want to be able to provide consistent support to all of them. It's difficult to strike a balance between being responsive and helpful, while still allowing your team autonomy. This might come with knowledge - knowing what kind of tools or pieces of machinery would help with a specific job, like suggesting and providing durable scalper screeners to a team who needs it. Or, it might be about taking control of a situation when a project has gone off the rails and helping to get your team back on track by adapting to the new circumstances.
You can also be supportive by being open to communication - developing a culture that means your employees can talk to you about difficulties they're having in the workplace, or by having HR ready to take up that duty.
Resolving Conflict
There will also be times when hostility arises, one way or the other. Sometimes, you might find yourself at the heart of this conflict - an employee might have an issue with the way that you're doing things or with something in particular. In that case, you might want a mediating force like HR to help with the situation, but it's also valuable to have a level of self-awareness and openness to criticism. Alternatively, it might be that the conflict is between two or more of your employees, in which case you need to be able to encourage calm and reason so that communication can win out and help you all to find a solution.
HRM Guide makes minimal use of cookies, including some placed to facilitate features such as Google Search. By continuing to use the site you are agreeing to the use of cookies. Learn more here
|
|
|
|
|
|
|
Copyright © 1997-2025 Alan Price and HRM Guide contributors. All rights reserved. |