If you find it hard getting on with your boss, try being one! I believe managing staff is one of the most difficult tasks a person ever has to do. I’ve been working on the right way to manage for many years and I still believe I am a beginner.

Why should it be so hard? All you have to do is find the right people, train them, give clear direction, support them, understand they are human and may make mistakes, allow them flexibility, take the blame if they get it wrong (because you mustn’t have briefed them properly), allow them to take the credit when it goes well (to motivate them), ensure you don’t break one of the three million employment laws that have been introduced in the last year and pay them a good wage. Come on, it can’t be that hard, can it?

Ten tips for managing people

It’s a tough job and it’s getting tougher all the time. So here are a few ideas to make your life easier.

1 Recruit on values first, then skills

I once had a client whose best salesman got drunk and hit a colleague on a works night out. He was sacked the next day. Even though he was amazing at selling and represented 20% of their annual sales they couldn’t keep him as it would have compromised their values. How refreshing! As a boss, if you want to have a brilliant team, it’s worth recruiting on people’s values first. Skills can be trained in days; values are developed over years. And here’s an extra thought. How about throwing potential into the mix, even over experience? Something to think about.

2 Put families first (including yours)

One of our values at Michael Heppell Ltd is ‘Family First’. I really enjoy interviewing new staff and explaining what that means. If someone has kids, I’ll say: ‘Let’s imagine it’s a school sports day. Don’t you dare come and ask me for time off for it!’ At this point they usually have a pretty puzzled look on their faces. Then I add: ‘We trust you’ll be there. As a courtesy to your colleagues, let them know where you’ll be, but please don’t book official leave as it’s expected you’ll be there, screaming from the sideline and participating in a parents’ race! Is that OK?’

I once had a boss who, when I asked to book time off (having spent a year working 70–80 hours a week) to go to my daughter’s sports day, said: ‘Michael, your family is starting to get in the way of my business.’ I’ve never found it easier to resign from a job in my life!

Family first is important for your staff but it is vital for you. You need to be seen to be living it – don’t be a martyr by showing how hard you work at the expense of your family; you’ll get more respect by being there for your family, too.

3 Make work fun

Even if you aren’t a fun person, have a go! A company I consulted for decided to introduce a ‘Dress-down Friday’. Their chief operations officer arrived wearing a pair of golfing trousers, a 100% polyester tee-shirt, white socks and open-toed sandals. Everyone giggled as he was the most boring member of the management team. It was only at 10.30, when an urgent email from the chief exec arrived appealing for everyone to stop mentioning how funny Alan looked, that the staff realised he wasn’t in fancy dress. His wardrobe consisted of suits for work (and home), golf gear and terrible holiday clothes. Ouch!

The point is he had a go and because he did, it helped to loosen everyone up. The giggles soon diminished and Alan showed another side to his personality.

4 Forgive quickly

When a member of your team does let you down, and they will, don’t hold a grudge. Nine times out of 10 they’ll be feeling a lot worse about the situation than you think, and moving on and being positive is just what may be needed.

5 Educate yourself

How much time do you spend learning how to be a better leader? How many courses have you invested in? How many books have you read? How much time have you spent with a leadership coach? If you want to get better you need to invest in yourself.

6 Don’t use your ‘profile’ as an excuse

‘I’m an “ideas person” so I’ll just need to think of ideas for you to carry out.’ Yes, I actually heard a person say that to their team after receiving their ‘profile’ from a facilitator just 24 hours earlier. Happy team? What do you think?

Don’t make your weaknesses an excuse.

7 Let your staff know bad news quickly

If something isn’t right, you can be sure your team intuitively know about it faster than you thought they would. By letting your team know quickly that there is a challenge and that either ‘you are working on it’ or ‘they can help by . . .’ you’ll build trust and be surprised how willing your team are to help.

8 Delegate then abdicate

Many bosses want to delegate but few want to abdicate. That’s why once they’ve delegated they dabble, interfere and eventually sicken the person they delegated to. Then they love to take it back with a sense of ‘I knew no one could do this as well as me’. It’s tough, but by truly learning how to delegate not only will you become a far better leader but you will empower an amazing team to support you.

9 Use your intuition

If it feels wrong, it probably is. Many bosses stop using their intuition the second they are given a team to manage. So, the next time a member of your team ‘seems’ unhappy, they probably are. The next time a situation ‘feels’ awkward, it usually is. The next time you ‘sense’ you aren’t doing a brilliant job, it’s because you’re not.

10 Have brilliant manners

Good afternoon, good morning, please and thank you. Give some eye contact and genuinely listen. It’s not rocket science but if you’re not making an effort to do it every day then people will have noticed. The good news is it takes a day to fix.

You have been given a great responsibility to be a boss. In years to come do you want people to look back and say: ‘I had this boss once, they were hard but fair, they really listened to me, they helped with my personal and professional development and when the time came for me to move on they were so supportive. They were amazing.’ Or do you want them to say: ‘I worked for this person once who thought they were a great boss but, actually, they were a bit of a prat.’

Your choice.