グローバルな職場で差をつける！英語で部下を動かすマネジメント表現とコツ

Manager: Good morning, everyone. Today, I want to clarify our main goals for the upcoming months. Our main focus will be on improving customer satisfaction and staying within budget.

Subordinate: That sounds clear. How should we handle any issues that come up during the process?

Manager: Please make sure to follow the chain of command and report directly to me or your immediate supervisor if you encounter any problems. Also, I expect everyone to keep me in the loop on important developments.

Subordinate: Understood. What if we notice that expenses are running high?

Manager: If we go over budget, I want you to identify the causes immediately. We will track budget vs actuals monthly to identify discrepancies early on.

Subordinate: Got it. About team performance, some members seem to be struggling.

Manager: Yes, I’ve noticed that as well. I want to work on improving your performance. Remember, your performance has not been meeting expectations lately, so it’s important to take ownership of your tasks.

Subordinate: I’ll do my best to improve.

Manager: Good. If problems persist, this will unfortunately result in disciplinary action, such as a written warning. We want to avoid that at all costs.

Subordinate: I understand. Can I also share my ideas?

Manager: Absolutely, I’d like to invite your input as we get the ball rolling on new initiatives. Let’s all think outside the box.

Subordinate: Thank you for the encouragement.

Manager: Of course. Remember, as your manager, I have the final say on this matter, but decision-making authority has been delegated to you for certain projects. Let’s align the team and focus our efforts to succeed.

Manager: I want to thank you all for your hard work recently. But our sales numbers are lower than expected this quarter. Let’s set clear goals for this quarter to improve our results. Does anyone have suggestions?

Subordinate: Yes, I’d like to invite your input on a new outreach strategy. If we start using personalized follow-up emails after each client meeting, I believe it could help us build stronger relationships and close more deals.

Manager: That’s an interesting idea. Could you elaborate?

Subordinate: Certainly. I think we should align the team so everyone follows the same process. By creating a template and sharing successful examples, we can motivate the team and boost moraleat the same time.

Manager: I like your enthusiasm. Let’s discuss this in our next meeting and monitor progressregularly. If it works, we’ll make it a new team standard.

Subordinate: Thank you for considering my proposal. I’ll prepare some examples.

Manager: Great initiative. I truly appreciate your hard work and creativity. If anyone else has ideas, please don’t hesitate to share. Remember, we need to focus our efforts and work together to achieve our targets.

Manager: Thank you for meeting with me today. I need to address some concerns regarding your recent work.

Subordinate: Yes, I understand.

Manager: Your sales performance has not been meeting expectations for the last two quarters. Additionally, you have repeatedly failed to follow the chain of command and have not reported directly to your immediate supervisor as instructed.

Subordinate: I apologize. I didn’t realize it was causing a problem.

Manager: It is important that you adhere to the reporting system to keep communication clear. We expect you to take ownership of your tasks and meet your sales targets.

Subordinate: I will do my best to improve.

Manager: This is an official warning. If there is no improvement in your sales performance and compliance with instructions, this will result in disciplinary action. You may also receive a written warning.

Subordinate: I understand. I will make the necessary changes.

Manager: Good. Let’s monitor your progress closely over the next month. Remember, we need to set clear goals and work towards them consistently. If you need support or training, please let me know.

Subordinate: Thank you for your guidance. I will do better.

Managing Subordinates in English-Speaking Work Environments

Effective management of subordinates in English-speaking workplaces requires a blend of leadership skills, cultural sensitivity, clear communication, and adaptability. Success as a manager depends not only on technical or industry expertise, but also on building trust, ensuring alignment with company goals, and fostering an inclusive environment where people are motivated to perform at their best.

At the core of effective management is clear communication. Managers should establish open lines of dialogue with their team, articulating expectations, goals, and feedback in a manner that is direct, respectful, and mindful of individual differences. In English-speaking workplaces, clarity and politeness are particularly valued, and it is important to avoid ambiguity, especially when giving instructions or providing feedback. Using clear language, summarizing key points, and confirming understanding helps to minimize confusion.

Another critical aspect is goal-setting and alignment. Successful managers work with their teams to set realistic and measurable goals, ensuring every member understands the team’s purpose and their part in achieving it. Regular meetings to review progress, discuss challenges, and adjust priorities as needed are essential. By collaboratively creating and revisiting team goals, managers promote accountability and shared ownership, fostering an environment where everyone is working toward common objectives.

Feedback and performance management are key components of managing subordinates. In English-speaking cultures, constructive feedback is often appreciated when it is specific, timely, and balanced. Managers should praise achievements and highlight strengths, while also addressing areas for improvement with practical suggestions. Rather than reprimanding publicly, it is common practice to give critical feedback in private, maintaining the individual’s dignity and encouraging openness.

It is equally crucial to recognize and reward effort. Acknowledging employees’ hard work, whether through public recognition, bonuses, or professional development opportunities, boosts morale and motivation. In many Anglo cultures, regular verbal appreciation (“Great job on that project!”) and opportunities for career growth are highly valued. Such recognition signals that employees’ contributions matter and encourages sustained effort.

Delegation and empowerment play a major role in developing effective teams. Managers should trust their subordinates with meaningful responsibilities, providing the autonomy to make decisions within their area of expertise. Micromanagement is generally discouraged, as it can undermine confidence and initiative. By setting clear expectations and boundaries, but giving staff space to explore approaches and solve problems, managers help individuals develop skills and self-reliance.

Navigating conflict and poor performance is also part of a manager’s role. When issues arise, whether interpersonal or related to productivity, prompt, fair, and direct action is required. Managers should approach such situations with empathy and seek to understand underlying causes, holding honest conversations to reach mutually beneficial solutions. Policies and consequences need to be communicated clearly, and disciplinary actions, when necessary, should follow organizational guidelines while maintaining respect for all parties involved.

Cultural awareness cannot be overstated. English-speaking workplaces can be diverse, with team members from various backgrounds. Managers should strive for inclusivity, confronting unconscious bias and fostering an environment where all voices are heard. Cultivating adaptability, patience, and curiosity about colleagues’ experiences helps prevent misunderstandings and strengthens collaboration.

Finally, effective managers in English-speaking environments are role models. They demonstrate professionalism, integrity, and a commitment to continuous learning. By sharing their own challenges and lessons, managers create a culture of transparency and growth. Seeking feedback from subordinates and acting on it further builds trust and inspires reciprocal openness.

In summary, successful management in English-speaking contexts is a dynamic, people-centered process. It balances clarity, empathy, structure, and adaptability. Managers who communicate purposefully, align teams around goals, provide actionable feedback, recognize effort, navigate challenges with fairness, and foster inclusion will inspire teams to thrive and consistently deliver results.