Melissa needs to address her management capabilities gap in order to succeed in her new position. Melissa is an excellent seller, as shown by the fact that her previous employer recommended her for promotion due to high turnover (Ellington-Booth & Cates, 2016). She is a poor manager and has low output. To ensure every employee is able to understand their place and what their goals are, effective managers set SMART goals. Managers should encourage and support diversity, but they must also avoid creating ad hoc groups which can hinder good communication between employees. Melissa tried to learn Spanish. However, the language proficiency of Spanish- and English-speaking employees is vastly different. Because she lacks managerial skills, it is harder for her to coordinate, plan and communicate business goals with senior and junior staff. Mellissa will therefore be better equipped to deal with organizational absence, culture incompetence and poor synergy if she addresses her managerial competence gap.
How I Might Do It
Melisa would have collaborated with Human Resources to conduct a thorough evaluation of the training needs in order to identify skill gaps. It would help to develop an individual training program for leadership, cultural and absenteeism. Their use of multiple communication languages is a sign of their poor cultural intelligence. Mellissa must work with HR on a training program which teaches employees how to accept diversity and collaborate.
Melissa also suggested that I enroll in short classes on company management. This would help me to better understand how people are managed and controlled. Management courses can help you plan, organize, coordinate, communicate, and manage your business’s objectives and duties. My management knowledge will allow me to design work and create incentive programs that increase productivity and motivation. To keep my employees motivated and engaged in achieving their sales goals, I’ll work with them.
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