Job responsibilities of the bank lobby manager

Four Responsibilities of Lobby Manager \ x0d \ x0d \ If you are a lobby manager, you must have the confidence to lead a responsible and passionate team to win every battle. This requires you to shoulder the four responsibilities of team building: always play the leading role; Develop an appropriate team structure; Make a reasonable plan; Choose the right person. \ x0d \ x0d \ As a leader, how do you urge employees to work when their life and work conflict? How do you make them exist as independent individuals-you can give the right work to team members at the right time, and you can make decisions as a team? How to integrate employees? \ x0d \ x0d \ The answer is simple, that is, if you are a lobby manager, you must have personal confidence and lead a responsible and passionate team to win every battle. This requires you to undertake the following four main responsibilities in team building: \ x0d \ x0d \ 1. Always play the exemplary role of leaders; \x0d\ \x0d\ 2。 Develop an appropriate team structure; \ x0d \ x0d \ 3。 Make a reasonable plan; \x0d\ \x0d\ 4。 Choose the right person. \x0d\ \x0d\ Responsibility 1: You, the leader \x0d\ \x0d\ Here, we are going to discuss the new characteristics that managers should have in a fast-paced working environment. Enterprises need such leaders: they must be able to attract and retain teams; Be able to listen carefully to the opinions of team members, so as to better analyze opportunities, challenges and threats; Able to persuade, motivate and inspire the whole team to achieve their goals. \ x0d \ x0d \ Eisenhower once defined leadership as the art of making someone do what you want voluntarily. The essence of leadership is about followers-if you can successfully get everyone who follows you to do their best to achieve the common goal of the team, you can walk away and let them show themselves. \ x0d \ x0d \ Be a trustworthy leader. Let your team members know the real you. Make sure your influence on the team is positive. Your leadership and whether you can achieve great results will depend on the trust of the team. \ x0d \ x0d \ win respect. Don't use your title or position as a means to achieve your goals. Constantly show your ability to do things to team members (which is crucial to the success of the team), so as to truly win their respect. \ x0d \ x0d \ has a healthy self-concept. No matter how high you are in the group, you must always be loyal to your values. Remember the basic principles of being a good person: courtesy, humility, and believe that everyone deserves your respect. As a leader, you serve others. \ x0d \ x0d \ admit that different people will make different choices. Not everyone in the team will make the same life stage choices as you. After all, people are different. It doesn't matter what choice they make. What matters is whether your team can coordinate individual choices while achieving the overall goal. \x0d\ \x0d\ Play the "interpersonal card". As a leader, you should know when to take a step back and when to take time to communicate with employees extemporaneously. The success of most teams is not due to routine meetings and emails. \x0d\ \x0d\ Never forget that you are fully responsible for achieving the team goals. Don't blame anyone when you don't get the expected result. Support the team when it is at a low point; When the team is successful, celebrate with everyone. Influential leaders are shown through followers. \ x0d \ x0d \ motivate your team. Know what the team's real goal is, fully understand what the team needs to deliver, and follow up all the way to ensure that the goal is achieved. \ x0d \ x0d \ be modest. Find out what you did wrong and be modest about what you did right. Know what flaws exist in your leadership style. Many times, we all know what can be done better, so do it. \ x0d \ x0d \ When there is no bad news, you should have a sense of crisis; When you receive bad news, don't resist. Negative feedback will neither achieve you nor destroy you. All you have to do is respond positively. Remember that leadership is a process of continuous improvement. To grasp the overall situation, we need to listen carefully to the outside world. \ x0d \ x0d \ Responsibility 2: Develop a suitable team structure \ x0d \ x0d \ Even the most outstanding leader still has only one person, and the strength of one person is always limited. In today's endless demand, one person is incapable of achieving team goals. In order for the team to do what you need to do, you need to first evaluate the structure and existing processes of the team you lead. \ x0d \ x0d \ There is no perfect structure and process to ensure the success of your team. But according to our experience, if we adopt the following architecture, the team is most likely to succeed. \x0d\ \x0d\ 1。 Fully communicate with all stakeholders related to team performance. \x0d\ \x0d\ 2。 Formal reporting process with clear responsibilities. \x0d\ \x0d\ 3。 Publish and discuss important strategic plans. \x0d\ \x0d\ 4。 Provide continuous personal guidance and team guidance. \x0d\ \x0d\ 5。 Provide traditional or non-traditional rewards to teams and individuals. \x0d\ \x0d\ Never underestimate your influence as a leader in urging employees to play their best. Provide employees with the opportunity to leave the "comfort zone" and participate in leadership activities. \ x0d \ x0d \ should have a global view. Understand who will be influenced by and interested in team performance and activities. When making a strategy, you and your team should always remember "the team around the team". \x0d\ \x0d\ does not allow the opposition between "us" and "them" in the team. Every member of the team plays an important role, otherwise they wouldn't be here. Try to get every member involved in the affairs of the team and negotiate everything with them. \ x0d \ x0d \ freely share information. The more information you share with team members, the more they will feel that they have an unshirkable responsibility for the team mission. \ x0d \ x0d \ encourage the free flow of information. Let everyone in the team participate in controlling these resources and optimize your internal processes. \x0d\ \x0d\ Before you make a decision alone, consider the factors involved in the decision. Compared with the decision you made without consulting the team members, the decision made by combining their opinions will win their support. \x0d\ \x0d\ resolutely follow up. The most common reason for leadership failure is that there is no follow-up work. However, if a member shows the ability to finish the work persistently, it can only show that you are too careful. \x0d\ \x0d\ Spend time on what really matters every day. Where you concentrate your time and energy and how you control your words and deeds will largely determine the behavior and attitude of the team. \ x0d \ x0d \ Responsibility 3: Make a reasonable plan \ x0d \ x0d \ One of the biggest challenges of leadership is to clearly state the direction and plan of the team at any time. \x0d\ \x0d\ Successful leaders know that leading the team to achieve specific business results is the only non-negotiable thing. Usually, the reason why a leader fails is that he can't lead the team to achieve the basic goal, that is, the goal that must be achieved listed in the plan. \x0d\ \x0d\ If leaders don't focus on the right goals, the chances of success are slim despite team efforts. \x0d\ \x0d\ Define your plan and know the key points. No matter how effective you and your team are at doing other things, finish the plan first. Solicit opinions and suggestions from the boss, successful colleagues, customers and team members, and determine the team's plan. Don't rush to judge, it seems that your team's goal may not be. \x0d\ \x0d\ Try to emphasize to your team the importance of those goals that must be achieved. Develop corresponding reporting and tracking methods so that everyone can focus on the basic goals. \x0d\ \x0d\ Trade-offs will affect all requirements of the plan. Whether it's the demand for your personal time, the demand for team time and resources, or the special work arrangement for a team member, let the team know that you have evaluated their influence on the team's success. \x0d\ \x0d\ Let the whole team participate in the evaluation of the plan, participate in the establishment of feasible strategies, and let them know about the plan. The more team members participate in the affairs, the higher their enthusiasm for planning. \x0d\ \x0d\ Don't accept those strategies that are not suitable for the team. Even if the headquarters puts pressure on your team, carefully evaluate whether this strategy is suitable for your unique team. \x0d\ \x0d\ always keep in touch with team members and ask some substantive questions about the results. Try to get out of the office and find out the truth of important things. \x0d\ \x0d\ Evaluate short-term performance. If the evaluation work is followed up every week, it is impossible to deviate from the plan seriously. \x0d\ \x0d\ Responsibility 4: Choosing the Right Person \x0d\ \x0d\ The fourth and last responsibility of the manager is about people. \x0d\ \x0d\ Fundamentally speaking, managers' performance is measured according to the planned short-term results. In the long run, it will also be measured by your ability to recruit the right team members and help them develop their talents. As you strengthen your ability to build a team around the team plan and deepen your relationship with team members, your reputation will also increase. \x0d\ \x0d\ Recruit suitable team members. Recruit people who can actively participate in the development of the team vision and ensure that they have the opportunity to play an important role in the process of realizing the vision. This requires them to have the ability to look to the future, which you should look for in the interview. \x0d\ \x0d\ praise employees' achievements every day. Remember, the best performance evaluation occurs when you take the time to pay attention to what your team members do right every day. You can choose to praise their achievements privately or publicly, which is a kind of affirmation and supervision for them. \ x0d \ x0d \ incentives vary from person to person. Within the existing mechanism and budget, different incentive methods are adopted according to different team members. \x0d\ \x0d\ Determine the correct team atmosphere. It is necessary to guide team members to learn to appreciate the contributions made by colleagues. Create an atmosphere of respecting the advanced, and at the same time keep an open attitude towards the problems that arise. \x0d\ \x0d\ Management conflict. We should be aware of the destructive influence of emotional and personal disputes. Never let a rational discussion turn into a violent and disorderly quarrel. As a manager, it is your responsibility to deal with troublemakers quickly. \ x0d \ x0d \ creatively provide guidance for employees. Use appropriate methods to guide team members at the right time and place. \ x0d \ x0d \ Take the time to find the most suitable person. At the critical moment of team development, we should consider introducing new people. Find out whether you intend to maintain or change your team culture or improve it. Don't underestimate your intuition when evaluating a person's positive or negative influence on your existing team. Looking for suitable new people far beyond the job description.