8 Ways to Get the Most Out of Your Junior Staff

As a manager, you likely have a lot on your plate. You’re responsible for meeting deadlines, ensuring quality work, and keeping your team motivated. So it can be tempting to try to do everything yourself or micromanage every task. But that’s not only unrealistic, it’s also unnecessary—and it won’t help you or your team in the long run.

A better approach is to delegate tasks and empower your junior staff to take ownership of their work. Not only will this free up your time, but it will also give them a chance to develop new skills and grow in their careers.

Of course, delegation isn’t always easy. And it’s important to find the right balance between giving your team enough guidance and letting them sink or swim on their own. Here are a few tips to help you get the most out of your junior staff.

1. Delegate

When you delegate, you are giving your junior staff members the opportunity to take on new responsibilities and to learn new skills. By delegating, you are also freeing up your own time so that you can focus on more important tasks. When you delegate, be sure to give clear instructions and to provide adequate support.

2. Set expectations

When you set expectations, you are effectively communicating what you need and want from your employees. This helps to ensure that everyone is on the same page and working towards the same goal. Additionally, setting expectations allows you to hold your employees accountable for their actions. If they do not meet the expectations that you have set, then you can have a conversation about why and how they can improve.

3. Communicate

When you communicate with your junior staff, you’re able to let them know what your expectations are. You’re also able to give them feedback on their performance. If you don’t communicate with your junior staff, they may not know what you expect of them, and they may not be able to improve their performance.

Additionally, when you communicate with your junior staff, you’re building relationships with them. These relationships are important because they can help you retain your junior staff and help you attract new junior staff in the future.

4. Train

Training provides your junior staff with the opportunity to learn about your company’s culture, values and goals. It also gives them the chance to learn the specific skills and knowledge they need to do their jobs well. Furthermore, training helps junior staff members feel like they are valued members of your team. When they feel valued, they are more likely to be motivated and engaged in their work.

5. Be available

When you’re available, you can provide guidance, support and feedback when it’s needed most. You can also build trust and rapport with your team by being approachable and responsive. Additionally, being available demonstrates your commitment to your team’s success and their professional development.

6. Give feedback

Feedback provides employees with the opportunity to learn from their mistakes and to improve their performance. It also shows that you are paying attention to their work and that you care about their development. Furthermore, feedback can help build trust and rapport between you and your junior staff.

7. Reward good work

When you reward good work, you’re sending a message that you value their contributions and that you’re willing to invest in their development. This, in turn, can motivate them to work harder and be more engaged in their work. Additionally, when you reward good work, you’re also creating a positive feedback loop that can further motivate your junior staff to do their best work.

8. Avoid micromanaging

Micromanaging stifles creativity and innovation, and it can make your junior staff feel like they’re not trusted to do their jobs. It can also lead to resentment and conflict. Instead, try to give your junior staff the freedom to do their jobs and to come up with their own ideas. You might be surprised at the results.