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Our Favorite Management Tips for 2022

Our daily management tips newsletter remains one of HBR’s most popular newsletters. In this post, we list our 10 favorite topics for 2022—covering topics such as how to be a more inclusive leader, balancing the competitive pressures of compassion and performance, and taking control of your career trajectory , embrace failure, move on after being fired, shut down, and improve your written communication skills.

Every weekday, HBR offers a daily tip in our “Daily Management Tips” newsletter to help You better manage your team—and yourself—through this time of profound change and uncertainty. Here are 10 of our favorite recommendations for 2022.

Today’s Management Tips Quick, practical management advice to help you do your job better.

It is important to promote inclusive language words in your organization, unfortunately, the modern professional lexicon is full of exclusive terms. To create a truly inclusive culture, take a close look at how people in your company use language. For example, make sure recruiters and hiring managers pay special attention to the language they use when drafting job descriptions so they don’t inadvertently block applicants who are people of color, women, people with disabilities, or older applicants. Terms like “hacker” or “ninja” are not only difficult to recognize for many people, but they are also unnecessary since you can use neutral and more broadly understood alternatives such as “programmer” or “software engineer”. You can also generate lists of prohibited words and phrases in product development, marketing, and external communications. These may include terms such as “elderly”, “work hours” and “crazy”. Company guidelines for creating inclusive language are also helpful. This can outline practical, easily accessible tips and tools that can be acted on immediately – it shouldn’t be a static manual. Make sure you also allow input and co-creation across the organization. This tip is adapted from “How to Make Your Organization’s Language More Inclusive” by Odessa S. Hamilton et al. Building a team culture that respects quiet time

Life is noisier and more distracting than ever. As a manager, how can you create a team culture that truly respects quiet time? Start by talking about it on purpose. Start an open dialogue with your team, where each member has the opportunity to answer the following questions:

    In what ways do I create noise that negatively affects others? The best place to start is to have everyone sign themselves in. Encourage people to question whether any given habit is necessary, or whether it’s really just an unexamined impulse — a default that needs to be reset.

Which noisy habits bother me the most? This is not an opportunity to point fingers, but to ask people to be honest about the things that disrupted their day the most. How can I help someone find the quiet time they need? This is an opportunity for everyone to step up and follow group norms like “No Email Friday” or “No meeting” Wednesday. ” This tip is adapted from “How to Build a Culture of Respect for Quiet Time” by Justin Zorn and Leigh Marz

Facing failure calmly We Been through it all: You made a New Year’s resolution and…it didn’t materialize. Why? It’s usually because we didn’t allow ourselves to do well in the first place. We failed a few times and then decided to give up. But developing any new Habits can feel clumsy at first. The key to accepting new things is to become more comfortable with failure. Here’s how. First make yourself immune to big disappointments by trying experiments that make you fail in tiny ways. For example, if you If your goal is to write every day, start by writing a short paragraph every morning. If you don’t like what you write, no big deal! It’s just one paragraph. Write another one tomorrow. Next, before your self-doubt creeps in and backs off Before, make your goals known to others. This layer of accountability will help you actually achieve your goals—no matter how badly you did the first time. Finally, document your efforts. Over time, you will Notice how far you have come. Instead of focusing on the inevitable small failures, appreciate your overall progress. This tip is adapted from Sabina “Create New Habits, Accept Failure” by Nawaz CREATE LUCK IN YOUR BUSINESS Every success story involves some level of luck. Contrary to popular belief, chance coincidences are not completely out of our control. HERE There are two ways to accumulate luck in your career. First, actively practice “accidental networking”—connecting with others to get to know them, their perspectives, and their stories. If you find yourself drawn to their stories or experiences, dig deeper. Ask them questions about how they discovered their passion, what they learned, and what they like or dislike about their role or industry. Their insights may spark a new drive or vision, Thereby guiding you into your next career move.Second, look at major changes in your life through the prism of possibility, not fear.Yes, change beyond our control can be scary, but try to see it as an opportunity. What can you learn? How can you take advantage of disruption? Go with the flow and trust that new opportunities will emerge over time. This tip is adapted From “Your Career Needs Take a little luck. Here’s how to cultivate it. ” By Thomas Roulet and Ben Laker

  • Improve your awareness of your team Showing recognition – when done well – has huge payoffs, improving employee morale, productivity, performance and retention. For more To give recognition well, you need to focus on the substance of the recognition and the way and context in which you give it. To improve the content, start by being specific. Describe to your staff what they do and how it affects you, the team, the organization or your customers impact. While recognizing that outcomes are valuable, it is also important to recognize the positive actions that lead to them. To increase your recognition, consider the employees you are recognizing. Would they prefer to receive the honor in public or privately? Verbal Or by handwritten card? Tailor your delivery method to the personality of your employee. Whichever method you choose, be timely. The sooner recognition is given after the behavior, the higher the perceived value.

    This tip is adapted from “Do you tell your employees you appreciate them? ” By Jack Zenger and Joseph Volkman

  • Don’t follow your passion When it comes to career advice, the adage “follow your passion” isn’t all that helpful and can be misleading. If you If you’re looking for a career that’s important to you, don’t just think about things that come naturally to you, things you enjoy doing, or things you’ve always been good at. Instead, think about activities that you return to again and again—even though they are important to you. Difficult, possibly even painful, for you. Think of this approach as “following your blisters”. These may not be your (currently) best activities – they are what challenge you, frustrate you, and draw you in at the same time Activity. Maybe it’s writing. Maybe it’s data analysis. Maybe it’s managing people. Whatever it is, if you follow your blisters, you’ll never be bored, and you’ll always be learning. Eventually, you’ll gain the expertise of the experts. Calluses. This tip is adapted from Dan Cable

  • “You Should Follow What is not your passion” How to move forward after being laid off Losing a job is hard. If you have been laid off recently, here are some ways you can move forward with confidence and patience. First, understand that it is not personal. There are many reasons people get fired, most of which are Has little to do with individual employee performance and is completely out of your control. Don’t make job hunting your only job. To protect yourself from burnout, decide what part of the day to spend on job hunting and how to do it. Second, Be honest with people. Don’t be afraid to share your story. You’ll be surprised how quickly people offer support, which is critical to keeping you in the right frame of mind, especially in the first few days after a layoff. Finally, be Be patient. Finding a job can take six months or more, and the timeline varies by industry. While you wait for the big win, stay open to new opportunities. Working part-time or part-time at the same time can get you gainful employment , work, and help you expand your network. This tip is adapted from Marisa Bryan’s “The Recession What to do when you are fired during the period” How to admit Your DEI Mistake Sometimes your efforts to be inclusive and speak out can backfire and accidentally hurt others. Maybe you use language that some people find offensive or problematic, you omit the names of all groups who have suffered injustice, or you have committed some other Some mistakes you don’t realize until someone brings them to your intended purpose. what should you do? Start by admitting mistakes. Listen and respond to what you hear, and take responsibility for what you say or do—or fail to do. Don’t try to fix it or explain it right away. Acknowledge your responsibility, apologize, and promise to do better in the future. Next, show genuine curiosity and better understand the nature of your mistakes. Ask questions about your choice of words and use it as an opportunity to gain a better understanding of another culture or perspective. As a manager, you can create regular conversations on a variety of DEI topics to create an atmosphere of psychological safety. You can even host an AMA or book a guest speaker to give employees the opportunity to learn and share their own experiences and ideas. Throughout the process, lead by example. The more actively you engage with these issues, the more your team will follow suit. The path to creating and sustaining an inclusive culture is never without obstacles or mistakes. So own them and stick to them. This tip is adapted from Daisy Auger-Dominguez’s “When Your Efforts to Be Inclusive Fail”
      ) Balancing performance pressure with empathy for the team Many middle managers are now torn between the performance demands of leadership and the empathy of their employees. What can you do if you feel stuck in the middle? First, work with executives to change the conversation around performance. Helping them understand the needs of frontline workers puts data on the table about how many are going through hardship. At the same time, empower your employees. Remember, being sympathetic doesn’t mean you have to fix everything for them. Help them see their challenges with fresh eyes and facilitate the connections they need to build and expand their support network. Finally, don’t forget to take care of yourself. No manager can effectively help their employees if they, too, are burned out. This tip is adapted from Heidi K. Gardner and Mark Mortensen
  • Structure your writing around a core idea has a simple framework that can help you improve your writing by presenting your arguments in a clear, concise, and engaging manner. This is known as the “one thought” rule. In short, each component of a successful essay (pitch, report, presentation, even email) should express only one central idea. To determine what that is, ask yourself these questions: How much do I know about this topic? How does this topic inspire me? What can I say to interest or surprise someone? Use these questions to narrow your perspective. Next, find evidence (facts, anecdotes, data) that may be useful or surprising to others and support the point you want to make. Also, be aware of any evidence that refutes your argument. If you are able to ask and address counterpoint issues before the reader discovers them, you will strengthen your main point. Include relevant information only. Anything else would be a distraction. If all your examples are clearly thematically related, the next step will be relatively easy: organizing them into a story outline with a beginning, middle, and end. This tip is adapted from “(Very) Simple Ways to Improve Your Writing” by Mark Rennella



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