Sometimes it seems like you can’t even manage your time. Honestly, some days are better than others when it comes to time management, and nobody knows that better than a small staff association executive.
Step one: Ensure your staffer that you trust him or her and don’t plan on micromanaging them
After all, they were hired for a reason, right? Lay out your expectations for time management and leave time for questions. This is where communication is most important. This initial conversation before time management overhaul is crucial! IT sets the tone for workflow going forward. Be sure to communicate the handing off of the baton: while you are the manager, you are empowering the staff member to handle their own time.
Step two: Establish benchmarks for but tasks, regular scheduled check ins for smaller ones
As part of your guidance (but hands-off approach) set deadlines for steps in the process. This is a great conversation to have about the future to-do list. What needs to be done? What’s the most effective way to go about it? Pull out a calendar and put dates and deadlines on it right now, as well as a few check-in meetings about statuses of projects. Post them in a place that both of you can refresh your memories regularly.
Step three: Follow through
Now that you’ve set these deadlines and check-ins, stick to them! Hold both yourself and your employee accountable to these habits. They may just be 10-15 minutes to ask how things are going. If your employee isn’t necessarily ready to present actual work, that’s ok, as long as it’s not the BIG deadline. Everyone works at different paces and in different styles, but since this exercise is about accountability and time management, it’s important to stick to these goals.
Step four: Step back and give them the opportunity to be awesome
You told your employee you were putting time management in their hands, now actually do it. Be there, be encouraging, and let them drive!
Step five: Growth and/or advancement
Now your employee has proven him or herself, and there’s nowhere to go but up. Isn’t it great to have an employee you can trust to complete tasks in a timely manner? Try bigger and harder thing! Push the limits. Let your employee grow!
Congratulations! You have an employee who is a proven asset who has a good grip on the juggling it takes to be on the staff of a small staff association.
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