How a good manager can balance between (goals/customers), employees and higher management? what the percentage of his/her efforts should be for each?

Talent manager should balance between all factors associated whith his management>>

-He should be able to satisfy his customers by using marketing tactical tools like promotion and use good pricing strategy and increase the products quality and...ect.

-Also talent manager should be able to decrease the percentage of employees turnover by imitate sutable delegation of authorities..

And taalent manager must use good methods to increase the degree of efficiency and effectiveness of his productivity to attain higher profits whith least cost.-

By integration of all factors above the manager should attain higher level of management.

Review the previous performance, call for next task and get the feedback from both lower and upper staff to improve further

though prioritizing his or her time By use of shift planner / daily planner

By analyzing the historical data, problems faced by the stakeholders and initiating the projects as required to achieve the desired goal.

In terms of percentage, as the customers are the key stakeholders it should be 49%, employees 24% and higher management 27%. As the employees provide the necessary information and higher management in approvals and financial support as they are the product owners, to achieve the 100% goal. 

should have equal concern for employees and for organisation.

A good manager can balance first he will be clear fast moving items non fast moving items in tha market then he will achive his goals and customers.

In order to have good feedback from your managers, then they want to see what you bring and contribute to the dept or the company. and in order to do that you got to make clients happy so this way they can spend, but the question how are you going to make them spend, thats needs a team with good ideas. so did you get it. happy clients happy manag. survey of your client will give you a good idea. Good luck

Firstly, For a Good Manager the balancing of (goals/customers) employees and higher management is purely dependent on his/her communication. This communication should be top to bottom and vice versa.

Secondly, Discuss the customer's goal with the employees and agree on the timelines to deliver the goal as a whole (Waterfall) or in pieces or iterations (AGILE). Communicate the same back to the higher management and start your Sprints or Project as per the approval of higher management.

Thirdly, If the manager, he/she communicate the importance and seriousness of the customer's goal to the employees, Employees will start visualizing and focus on achieving the goal together as a team.

Finally, They need to be mentored and facilitated accordingly. The manager should make sure, he/she will resolve any kind of impediments that will arise during the journey of achieving the Goal with a turn around time of not more than hours. At the same time if the manager keep notifying the (customers) higher management with the daily progress of the targeted goal and the roadmap to achieve the goal. They will be very much satisfied.

Hence, A good manager should balance between goals/customers-employees and higher management equally. He/She should share or distribute his/her efforts equally among all the stakeholders. 

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Balancing the three is important. On the other hand; i think the great concern should be on employees because if the manager manages well the employees, there will be effectiveness & efficience in work. Customers are more concerned with quality work or products which is a result of effectiveness & efficience of employees' work. Management is concerned about work being done & whether customers are satisfied and sales are generated as expected. Now this goes back to the starting point- employees as a major concern

Employees are kind of "Rubber meeting the road" and Managers work as a catalyst between Management and Employees and altogether they yield results. A good manager can ensure that she/he set realistic measurable targets for the team and she/he reviews them regularly in a schedule with maintaining transparency and real feedback. To be very honest, everything changes with different situations however if we talk about a general scenario then I would suggest the below-mentioned points to make a perfect balance between all mentioned in the subject line. 

1. All employees should be aware of common goals (Mission, Vision, and Value Systems) and Managers should be conducting sessions of one-to-one to know more about their employees and about what they "Know" 

2. Making a balance among Goals/ Customers, Employees, Manager, and Management (Managers are Extensions of Management) is like making a balance among larger picture (Vision), Planning (KPI, KRA, Goal Sheets, P&L, Budget, and Cost), Execution (Briefing, Processes, Rosters, Deployment, Task sheets, Debriefing, Training, TNI, Assessment, re-training, reassessment, time-motion study, etc) Review (data-backed Feedbacks, assessments, schedule meetings, performance meetings, result dissemination) 

3. Managers need not go into micro-managing employees rather they should understand them from their point of view and situation and for performing this, Managers need to be Emotionally Intelligent, if they are not, they can learn.

4. Managers should be the bridge between Management and Employees by having two-way communication with trust, transparency, empathy, and a mindset to solve the "Concerns"    

Now, talk about the percentage of efforts between employees and management. Actually, it should be% for both sides, sounds weird but it should be% on each side. Efforts cannot be%, it should always be%   

 

 

     

We could maybe discuss the principal/agent problem now in depth but would not really come to a clear result.

A simple stake holder analysis should tell you how much energy (percentage) you should put on each stakeholder.