Managing More People

In 480 B.C., King Leonidas of Sparta and 300 of his bravest soldiers took on an endless army of invading Persians during the Battle of Thermopylae. After a long fight, the Persian onslaught finally overwhelmed King Leonidas and his Spartans. There may be times when managing a large staff can make you feel like the embattled King Leonidas. But for you it doesn't have to end in tragedy.

Managers are increasingly asked to supervise larger and larger staffs. But by employing some logical steps, it need not overwhelm you.

"We're seeing a trend," notes Scott Gunderson, professor and co-chair of business at Dakota County Technical College. "There used to be a one-to-five ratio between managers and staff. That's growing. We even have one client with a one to 80 ratio."

Team Approach

A good strategy is to divvy your staff into teams.

"Managers need to let go of the reigns and learn how to manage teams rather than individuals," says Gunderson.

Next, team leaders should be the next line of leadership.

"Find the best people and put them in as leads," advises Gunderson.

But leads aren't a perfect solution, and some might resist the promotion.

"There's little extra money, no authority, but a lot is expected," says Gunderson.

If you do divide into teams, you should include team dynamic and conflict resolution training.

Your People

Communicating with your staff helps avoid problems and empowers them.

"Remember that little things matter," advises Mary Diebold, division director of Robert Half Management Resources in Minneapolis. "Keep your staff's personal goals and career aspirations in mind, and help them align these goals with the strategic vision."

Trust is a crucial bond between a manager and his or her staff.

"Helping employees advance their own careers and shining the spotlight on staff members is one important way managers can build trust," recommends Diebold.

Mentoring is also valuable - even if the mentor doesn't know he or she is a mentor.

"Be a sponge," advises Diebold. "Identify people you respect or admire. Whether they know it or not, let them mentor you."

And don't forget to utilize the skills of your actual mentors.

"Don't be afraid to ask," advises Diebold. "Seek out a trusted peer, mentor or adviser to be a sounding board for you and learn from each other. This individual can help you role-play and talk through difficult situations before you encounter them."

Companies are making the move towards larger staffs and fewer managers because it saves money. But don't be afraid to let your own boss know when you're being overwhelmed.

"The manager needs to know when to say, `when,'" says Gunderson.

Robert Elsenpeter is a freelance writer from Blaine.