What Qualities to Look for in a Manager?

by andrewthomas 8 replies
My business is at a point where I need to hire a full-time operations manager.

I've never hired anyone before, except for temporary contract/day-labor type stuff, where the only requirement was basically just to show up on time.

I will be working side-by-side with this person for 2 months, before leaving the country for the 10 weeks. They will not be managing employees (yet), just the day to day operations of the warehouse.

Priority 1, it needs to be someone I trust. How do you determine trustworthiness in an interview? Or is the best way to try and find someone in my network... a friend of a friend that someone I know can vouch for?

Priority 2 is the ability to solve problems independently, and to determine creative solutions to new problems.

What are the most important qualities that you look for in a manager?

When you've determined those qualities, what is your process for identifying someone with those qualities? What are your interview or training tactics that are effective at weeding out those not suited for the job?

Compensation: I'm considering doing a position that is full-time with benefits. Am I asking for a world of headaches in doing this? Would it be better to do a 35-hour a week type position and avoid the full-time status if I can? Will doing less than 40-hour full-time affect the quality of the candidate pool?

Just some things I'm thinking about. I'm curious to hear from those with hiring experience.
#offline marketing #manager #qualities
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  • Profile picture of the author Dan Riffle
    You'll get a better response if you post in the correct forum.
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    "Arguing with...strangers on the Internet is a sucker's game because they almost always turn out to be, or to be indistinguishable from, self-righteous 16-year-olds possessing infinite amounts of free time."

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  • Profile picture of the author JohnMcCabe
    Pick up a copy of Perry Marshall's 80/20 Sales and Marketing book. He has a couple of excellent chapters on just this subject (hiring the right people).
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  • Profile picture of the author savidge4
    Lets start with some basics... #1 "Full Time employment is an average of 30 hours a week or 130 hours in a month." according to the IRS - and that's all that really matters. #2 don't even think of dinking around any of this.. hire fulltime or don't, but don't skirt it by an hour, because over time you will work them more, and they will slam you with the labor board ( not my personal experience talking, but I have stupid friends LOL )

    WHO TO HIRE... you want to run a warehouse... Find a guy or gal just out of the military.. all of the qualities you are looking for.. and if they happened to run warehouses in the service even better. shouldn't be to hard to find
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  • Profile picture of the author Jason Kanigan
    Agreed on the military background...in the US can be a good indicator of someone who takes things seriously. Ask them to tell you a story about something they put their heart into. You want someone who has certain values.

    And yes, definitely make sure you're Dept. of Labor- & IRS-compliant. People can get squirrely if they feel they've been taken advantage of...right or wrong.
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  • Profile picture of the author Connann
    why don't you outsource it and make your business liquid so you can hire a manager in Upwork.com ?
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  • Profile picture of the author SARubin
    I recommend reading everything you can find by a man named Peter Drucker.

    If you've never heard of him, just Google him. And you'll quickly discover that his name is almost synonymous with "management training."

    A lot of his stuff is a bit old school, but most of it is timeless.

    And I agree with Savidge and Jason, that someone with a military background is a good place to start. Just don't let that be your only criteria.

    Speaking from experience... when I was in the Army there were a lot of great, highly disciplined people. But there were also a lot of lazy doofuses, who only did the bare minimum they had to. (to stay out of trouble)

    Finally, (and this comes from my experience as an employee... and as a boss) when you do find a trustworthy, organized person for the job... I highly recommend you take care of them, and treat / pay them well.

    Few things can destroy moral quicker, than being made to feel un-appreciated.

    An employee who feels like a valuable member of your team, will often go the extra mile for you. By contrast... an employee who is made to feel like a piece of replaceable office furniture, will do the least they can get away with, just to keep their job.


    Originally Posted by andrewthomas View Post

    My business is at a point where I need to hire a full-time operations manager.

    I've never hired anyone before, except for temporary contract/day-labor type stuff, where the only requirement was basically just to show up on time.

    I will be working side-by-side with this person for 2 months, before leaving the country for the 10 weeks. They will not be managing employees (yet), just the day to day operations of the warehouse.

    Priority 1, it needs to be someone I trust. How do you determine trustworthiness in an interview? Or is the best way to try and find someone in my network... a friend of a friend that someone I know can vouch for?

    Priority 2 is the ability to solve problems independently, and to determine creative solutions to new problems.

    What are the most important qualities that you look for in a manager?

    When you've determined those qualities, what is your process for identifying someone with those qualities? What are your interview or training tactics that are effective at weeding out those not suited for the job?

    Compensation: I'm considering doing a position that is full-time with benefits. Am I asking for a world of headaches in doing this? Would it be better to do a 35-hour a week type position and avoid the full-time status if I can? Will doing less than 40-hour full-time affect the quality of the candidate pool?

    Just some things I'm thinking about. I'm curious to hear from those with hiring experience.
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  • Profile picture of the author Jason Kanigan
    Oh crap! Rubin, you reminded me to say something really critical here:

    Andrew, don't be afraid of making a mistake!

    You probably will. Hiring is damn hard. We make hiring mistakes all the time at TCE. And it costs us, every single time. It's unavoidable. People perform well on paper and in the interview. Maybe we notice a red flag but, "I like this person, if we give them a chance I think they'll do well" overpowers it.

    Sometimes they do shine. Sometimes they don't.

    I got hiring training 20+ years ago in college and have been reading about hiring ever since. And the most common statements I've seen about hiring are versions of these:

    "Everybody thinks they've got a great gut feel for who is a good candidate."

    "I would have had better results by pulling a name on a piece of paper out of a hat."

    Don't let this be your anxiety barrier. Figure out your hiring criteria and a deadline. Meet some people. Make a decision. Set clear expectations and enforce them. If the expectations aren't met, fire fast. It's OK...every legit business owner I've ever met complained they sucked at hiring.
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  • Profile picture of the author CoolMitchelle
    Atleast he should have proper knowledge about the roles and responsibilities and guide the team properly
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