These 3 qualities will make it easier for managers to attain their goals

When it comes to reaching the set goals inside a company, managers have an important role to play. The manager has, not only the responsibility to supervise the results but to ensure that the team is headed in the right direction along the process.

There are 3 essential qualities a manager must have when it comes to managing the stress of reaching the desired goals: Set the proper environment for clear communication, take some distance and manage his/her emotions.



In order to truly be equipped to reach the company goals, it is important to understand the vision and everything that comes with it. It is not enough to set a goal and put it on paper during a meeting. It is mandatory for the team to have proper communication and truly understand the work that will need to be done by each member in order to reach these milestones. Creating an environment where dialogue is welcomed will increase the team’s general productivity. – First, make sure everybody is on the same page regarding why these goals are being set. Set up a timetable and allow each member to give their input. Leave a room for readjustments and negotiations. Remember you are a team and everybody is working together. This is why it is so important to be flexible and allow your team to adjust as they go. Setting goals requires a close study of collected data, your employees’ past experiences and a clear action plan. This strategy will make your team understand that they are an active part of the decision making and important tools for the machine. When employees are integrated in the decision process, it increases their sense of belonging, which will encourage them to put in more work as they feel they are truly a part of the company.



Once you have clearly identified what is feasible and what is not, you will easily develop a management style where you can take the necessary distances and let your team get the job done. Micromanagement has a way of demotivating the team and decreasing the chances of reaching proper results. It is important in this season to carefully listen to what your team has to say. To take a step back from telling them what to do and taking the time to see how they are applying the action points. In order to do so, it is crucial that you understand the space between what has been discussed and the reality and challenges that your team will face as they start taking action. Keep in mind that a good communication system will greatly facilitate you when it comes to taking your distances.



As a manger, it is important to learn when to let your emotions flow and when to separate yourself from them. In order to deal with the pressure and preserve the team spirit and motivation, managing your emotions is a quality you won’t be able to neglect as a manager. Managing your emotions will require that you trust in yourself and in your team’s capabilities. It is not always an easy task as you fall under the pressure of falling behind the deadlines and not reaching your goals. However, it is important to know how to manage this stress as it not only affects you but also the team working for/with you. Emotions are not an easy thing to manage. They often arise out of our control but if we learn to train ourselves to detect them, we will be able to control our thoughts and actions instead of letting our emotions control us.

Ann-Sophie Ovile, Writer, Short Stints

Share this article:

Diagnosed with micromanagement? Here is how you can cure it.

Micromanagement can kill the dynamic of your team. Have you ever heard of employees talking about their managers as a “control freak”? No employee likes having someone on their back at all times checking their every move. If you want your team to truly be independent, to fuel their creativity and reach their full potential, it is important to give them the space and freedom to do so. However, micromanagement is not an easy habit to break, especially if you have been practicing it for a long time. How can you step back and let your team grow?


Prioritize what matters and what doesn’t

Some things won’t go as you had planned and that is ok. It is important for you to decide what is important and what is not so important. You will learn when you actually need to step in and when the best option is to let it go. If an employee sent an email to a client at 11:00 AM instead of 10:30 AM like you had asked him to, it is probably not worth overreacting. When employees feel criticized over small things, it will demotivate them and affect their overall performance for more important things. When you feel agitated and the need to micromanage starts setting in, take a breath; go for a walk; do whatever you need to do to calm down and have a better perspective.


Have an open door policy with your team

Building a relationship of trust with your team is a must if you want to stop micromanaging. When your team feels like they can approach you for their questions, doubts and concerns, it will be easier to detect a problem before things get out of control. Make your employees feel like they should not be afraid to let you know when they are unsure about how to do something or when they’ve made a mistake. You won’t feel the need to verify every single thing they do because they will develop the reflex of consulting you/sharing with you along the way. – On the other hand, when your employees feel like you trust them, it will empower them to take on more initiatives. Most of the time, when employees are micromanaged, it slows them down and keeps them from reaching their full potential. Making sure your team members know you trust them and have faith in their abilities is actually an essential element to build a strong team of employees.


The tricks employers should use to get their staff to be more engaged

Take small steps

If you are a micromanager at heart, it will be hard to step back and give your employees some space. Do it step by step so that you, yourself do not feel too overwhelmed. Step back from smaller projects, let your employee send out that email without you having to proofread it or let them plan out the next meeting. Taking small steps will help you to slowly but surely let go and trust them more.


Do some introspection

In order to truly deal with an issue, it is important to identify where it is coming from. Ask yourself why you feel the need to micromanage your team. Is it because you are afraid that, if they do something wrong, it will reflect badly on you? Is it because you are unsure of your team’s capabilities?  Whatever the reason, it is important that you deal with it so that your team doesn’t suffer from it any longer.

Not sure if you are a micromanager or not? Here are some signs you might be.

  • You are overwhelmed with work because you cannot delegate
  • You panic if the job is not done EXACTLY how you wanted it to be
  • You check on your employees’ projects at least 2 times a day
  • You feel as if, if you do not take care of every single thing, the business will fall apart
  • You do not truly value your employees’ ideas and suggestions

If you can relate to these symptoms listed above, you are officially a certified micromanager! Do not panic… with the tips presented in this article, you will be able to work on yourself and develop an attitude that will benefit you and your whole team.


When you step back from micromanagement, these amazing things will happen

  • Your team will feel more valued and appreciated
  • It will encourage their sense of leadership
  • They will feel more productive
  • It will lower your staff turnover rate

Control in itself is not a bad thing. It is all about the way you do it. Find ways to make sure everything is on track without making your employees feel like they are chocking. Set up performance indicators, have specific dates of the month to talk about results and performances and give your team the time they need to get the job done. They will thank you later!

Don’t miss another useful post! Sign up today for free on ShortStints

Ann-Sophie Ovile, Writer, Short Stints

Share this article:

3 things that demotivate your employees

People in management positions may have different leadership styles and that is OK. However, when your leadership is not guiding your employees towards a common goal, it could be the cause of great demotivation and affect the company’s overall performance. If you are in a leadership position, these 3 things might be demotivating your staff:



Nothing kills your employees’ productivity more than feeling like you do not trust that they can get the work done. What micromanagement is communicating to them is that, they are not good enough or that you do not trust that they are qualified for the job. One thing about control is that when it’s your only means of management, you usually end up losing it. Have you ever taken the time to listen to employees talk about a supervisor who micromanages them all the time? Most of the time, this type of supervisor is portrayed as annoying and suffocating. Truth is, if you really want your employees to get the work done, they need to respect you, not be annoyed by you.

Micromanagement will eventually lead to a destruction of the relationship of trust. You will no longer be seen as a manager but as a dictator, which will negatively impact your staff’s productivity. Furthermore, micromanagement will cause your employees to lose their confidence, which will lead them to stop taking initiatives. Because micromanagement tells employees that they always need to have their ideas screened, it will greatly limit their creativity and leave you with a team of simple executors. This will eventually result in employee turnover, a tensed work environment and decrease in results. Give your employees the time and space to be themselves, have new ideas and get the job done. This will help you build a relationship of trust and be the leader and team builder they need you to be.


No job security

One of the biggest sources of employee demotivation is the feeling that they could lose their job at any moment. If you decide to downsize for example, this will create a tension in the workplace and cause employees to feel insecure and anxious. If your employees feel like their position is at risk, they will simply deliver the minimum while looking for another job! If ever your company is going through a crisis, make sure your HR team stays as discrete as possible, for as much time as they possibly can. Remember that when people start talking, the news will rapidly circulate, which will result in a staff who is more focused on looking for other jobs and gossiping about the company’s situation.



Many times, employees are motivated, until they realize that most projects are not progressing. As a manager/supervisor, it is crucial that you truly listen to their suggestions and that you are not the one keeping them from making progress. I remember when all activities at this company I worked for started to slow down because the new financial director had established all of these new rules! Instead of benefiting from these new regulations, the company was suffering because everything took 3 times more time. This, also has a negative impact on the team. Not consulting your team before taking major decisions is also a NO NO. If you initiate something that affects your team members, without asking for their thoughts, they probably won’t be too happy about it.

Companies who keep pushing back evaluations will cause employees to lose their motivation. Your employees want to know where they stand with you and not feel like they are stagnant, at the same position, with no opportunity to better themselves.

Also avoid putting their ideas in “the drawer”. Doing so makes your employees feel like they are not valued and that you do not consider them as an important part of the company. Take the time to listen to them and to consult them. This will help things move faster and avoid any form of demotivation.


The tricks employers should use to get their staff to be more engaged

Want to learn about more ways to keep your staff motivated and engaged? Sign up today for FREE on Shortstints!


Ann-Sophie Ovile, Writer, Short Stints

Share this article:

How to build a strong team of employees

Employees are one of the most important assets you can have as an entrepreneur. Without the right team, it does not matter how great the vision is. Without the human resources, there is no proper execution of ideas. This is why it is so important to build a strong team of employees. The happier your employees are, the best results you will get.

Many employers are afraid to get close to their employees because they think it might affect the respect if things get too personal. It is important to build a relationship of mutual respect between you and your employees. However, it is important not to build walls so high around you that your employees feel like they can never reach you. How can you build a strong team while keeping your boundaries?


The power of team building

Make sure you hire the right candidates

Sometimes, hiring the wrong candidate can affect the team’s dynamic and affect your results. Taking the time during your recruiting process to truly identify your needs and the criteria for the right fit for the team, you will decrease your chances of making mistakes. Make sure your HR department has a clear profile description for each employee, identifying their strengths and weaknesses.

By posting a job on Shortstints, you increase your chances of finding the right candidate for your open position.


5 tips to make sure you hire the right person

Build a relationship of trust

Communication is key when it comes to building trust between you and your team. When your employees trust you and believe in your vision, they will be more willing to triple their efforts in order to reach the desired goals. Make sure you communicate your vision to your staff as soon as they start working. Be honest about your expectations, what you like and what you do not like. Be as transparent as you possibly can. Keep in mind that your employees will follow your values, personality and integrity, not you as a person. Also make sure that you set up a proper atmosphere for open communication between your employees. They should be able to feel at ease when it comes to sharing their ideas or concerns. Create a space where it is easy to speak up and communicate with respect.

Value your employees

Not only do your employees need to trust you, but you also need to trust them. This implies that you are willing to trust that they are able to do the work that needs to be done. While micro-managing is necessary sometimes, it is very important that you, as an employer, are able to step back and let the team do their job. This will show that you respect and value them, and this, has the power to make them more proactive. Take the time to listen to them as much as you need them to listen to you. You will be surprised by how many great ideas are just sitting there just because the employees do not think that their opinion will be valued. Be the kind of boss who “leaves their office door open”. This means that employees should feel at ease to come to you and share ideas.

Allow employees to sharpen their skills

Allowing your employees to sharpen their skills is also a great way of making them feel valued. Provide opportunities that will help them grow.

These opportunities for growth can include:

  • Paying for formal education
  • Internal or external training
  • Bringing in industry professionals for lunch

You can also share calendars of upcoming professional events that they can attend. Your company can offer transportation so employees can attend these events together. Always create opportunities to invest in your employees. The more they sharpen their skills, the more they will be able to pour into your company.

Reward your employees

Make sure you reward your employees for their excellence. Find ways to make your best employees feel set apart and recognized. You could set up systems like: Employee of the month recognitions, raises, promotions etc… It can be as simple as writing an email or a personal thank you note for their accomplishments. Employees just need to know you see their hard work. Create a team that strives for excellence in everything they do.

Get your team involved in general evaluations

Your team needs to be involved when it comes to evaluating results and changing strategies. Remember that, you might be the head of the pyramid, but your team is the foundation keeping you there. It is important to get them involved in meetings so you can discuss if the objectives are being met and what could be changed in order to increase the company’s performance. You might have great ideas but your employees are the ones really involved in the day to day activities of the job. This means that they are in a good position to identify what goes wrong and what could be better. Ask your employees what they think about certain things. When you do so, your employees will feel like they are really a part of the company and as a result, work better.



Want to hire the right person for your team? Post a job today on ShortStints


Ann-Sophie Ovile, Writer, Short Stints

Share this article:

The tricks employers should use to get their staff to be more engaged

As an employer, you know that your staff is one of your most important tools. No matter how big your objectives are, your company will not be able to reach them, without an active and motivated staff. Oftentimes, what employers struggle with is employee retention as they find it hard to keep their employees engaged. – Your team members typically will have a variety of unique styles that are significantly common and compliment each other. How can you use their talents effectively and make sure each members stays engaged?

Shortstints makes sure you hire the right staff  by allowing you to post jobs for FREE and by connecting you to the candidates that match your needs. We also provide useful tips on how to make sure you make the most out of your team and use their talents to their full potential;

Be a leader

One of the keys to having a great staff is to know how to be a good leader and team builder. A good team builder knows that he needs to be ahead of his team. This means, making sure that, before telling them what to do and how to do things, he has already set the example for them to look up to. He communicates his vision and listens to his team’s advice.

Set up a recognition system

A basic human need is to be valued, seen, and appreciated. When this longing goes unmet — when our basic value and goodness are not recognized and reflected back to us — we may find it difficult to value and affirm ourselves. This is no different for your staff. When employees feel appreciated for the work they do well, they are motivated to work even better. Look for ways to increase employee motivation by recognizing excellence in the workplace. Celebrate the successes with your team members when they complete a job well done.

Empower them

Give your staff more responsibilities as they grow in the company. Not only will this be a way to strengthen your staff but it will make them feel more involved and valuable. Make sure they understand that you are giving them more responsibilities because you are satisfied with the work they have delivered in the past and as much as possible, make sure an increase in salary matches these new responsibilities. When your employees see growth opportunities inside the company, they will automatically be more engaged and motivated.

Invest in them

Find ways to make knowledge more accessible to them through training opportunities. Investing in your staff will be beneficial for both you and your team. As your business grows, so will your need for qualified employees. Show your staff that you are willing to equip them with the tools they need to do the work.

Teach them how to use their emotional intelligence

Emotional Intelligence is defined as each staff member and leader having a set of competencies to develop and apply their “people skills” effectively. There are several emotional intelligence skills that affect all aspects of work, and they include: self-confidence, self-control, conscientiousness, adaptability, innovativeness, commitment, initiative, optimism, understanding others, conflict management skills, team capabilities, communication, and the ability to initiate or manage change. When employees know how to channel their energy into positive actions, it will create a better working environment and increase productivity.


As a leader, talk to your staff and share with them how best to get the task or project done. In doing so, use optimism to motivate and inspire your staff and most importantly, ask your staff for suggestions on how they would get the task accomplished. A good team builder understands the importance of making sure each team member is headed in the right direction. In order to do so, he needs to communicate his vision. Oftentimes we expect people to take action and make the right move without communicating the vision and the plan. When the staff feels like they are headed in the right direction, it will give them a sense of purpose that will motivate them to keep pushing.

Face challenges together

When things do not go right, instead of blaming them, talk to them. A great way to keep your staff engaged is to make them feel like you are on the same team. This means, sharing the successes just like the defeats. When goals are not met, gather them in order to find solutions together.


In optimizing the full potential of you the leader and your staff, incorporating a number of the ways we have discussed to develop your staff for job satisfaction is essential. If there is no investment in the team, there will be no staff cooperation. Make sure you take advantage of this asset (your employees) to create a team that is able to work together towards the desired goals.


Ann-Sophie Ovile, Writer, Short Stints

Share this article:

How to be a leader instead of a manager

There is a difference between being a leader and a manager. As a boss, you may have a tendency to think that you naturally have the qualities of a leader, when in reality, your actions and way of thinking only put you at the managing level inside the company.- While a leader leads by example, a manager is only concerned with monitoring and evaluating. They cannot see trust. They believe that without their constant inspection and evaluation, their department would fall to pieces. If you truly want to be an employer who is able to lead his employees in the right direction, you will need to put your manager hat on the side and be a leader. Not everybody is fit to be a leader. However, if you want to be more involved in your team and reach more success, there are some things that you will need to work on.

RELATED: The difference between a boss and a leader

Ask your teammates for their opinion

As a leader, you should not be afraid to ask your teammates for their opinions and suggestions. When some managers say “I’ll take that idea under advisement” they want to shut you up. They have no intention of considering your idea. It is not about having it your way at all times but being confident in your team enough to give them the space and flexibility to add their own touch to the work that needs to be done.

Be courageous enough to recognize your mistakes

A leader, unlike a manager, is not only here to simply execute a task. He is here to learn and grow with his team. This is why it is not hard for them to recognize their mistakes. While a manager will most likely focus on protecting himself from a bad evaluation, a manager will see every situation as a growing opportunity for him and for his team.

Acknowledge your employees’ work/Give them visibility

While most managers measure their success based on how well they have performed, a leader knows that the organization’s success will be the proof of his own success. He does not see himself as a separate entity but as one of the main organs of the organization. Do not hesitate to vocalize your teammate’s accomplishments and to give them the credit they deserve.

Have a team spirit

Be ready to work WITH THEM and not only make them work for you. Do your best so that everybody is involved and working together. As a leader, you must be able to gather your team together instead of making them feel like you are the wall separating them.


No employee wants to work with the type of people who do not stick to their word, do not take their opinion into consideration or simply wants all of the glory for themselves. If you do no think of yourself as a leader after reading this, take the time to work on these points. There is always room for improvement. You employees and teammates will thank you!

Share this article:

4 traits of a good team builder

Team building is a very important aspect of entrepreneurship. When you start a business, chances are, you will need people to work with you in order to turn the vision into a reality. How do you make sure you lead them in the right direction? How can you use these human resources wisely and work with them towards your goals?

Here are 4 characteristics of  great team builder:

You lead by example

A good team builder knows that he needs to be ahead of his team. This means, making sure that, before telling them what to do and how to do things, he has already set the example for them to look up to. Nobody ever became a great leader simply by saying what they will do but instead, leaders start waking and know that their actions and vision will bring to right people to them.

You communicate your vision

A good team builder understands the importance of making sure each team member is headed in the right direction. In order to do so, the team builder needs to communicate his vision. Oftentimes we expect people to take action and make the right move without communicating the vision and the plan. A great team builder understands the importance of communication.

You listen to others

A great team builder takes the time to listen to his team. He understands that they are ONE and that it is important to listen to every concern. When you listen to others, your team gets stronger and can better accomplish what you need to accomplish.

You are open to change

A good team builder can adapt. If plan A did not work for the team, it is important to change the strategy. A good team builder knows when to make sacrfices for the team. He understands that sometimes it is better to change the plan if it will help the team reach the goal more easily and with more satisfaction. He keeps the big picture in front of him instead of being distracted by the details.


What do you think makes you a good team builder?
Share this article: