The way you treat your employees will determine whether they just “show up for work” or if they give it their all. I am surprised how simple the concept is yet how difficult it is for business managers to grasp.
Every day I hear from employers about how the employees don’t care, how they take advantage of things, how they are unreliable. And for a small percentage of these conversations, I do believe that there may have been some poor choices made in the hiring process but for the majority, the blame lays squarely at the feet of the manager. How can I say such a thing? Simple, because the same people that are telling me about the employee issues they are having are usually the ones working very diligently to create processes and policies that treat the employee as no more than a number. So, why the surprise when the employee acts that way?
This, my friends, breaks one of the cardinal rules of employee relationship management. Rules? Okay, rules is a harsh word and we all know rules are made to be broken but there are a few “best practices”, if you will, that simply have to be given credence. Here are a few of the biggies:
- They don’t call it the “Golden Rule” for nothing. Really, if you can follow this you have got the majority of this employee relationship thing licked. Treating your employees the way you would like to be treated is huge but honestly I think it is quickly and easily lost in the shuffle. Let’s face it, you have a hundred things to worry about so analyzing the psychology behind every process or policy you implement seems daunting. But even a moment to pause and ask yourself, “How would I feel if I were them?” will be a great start.
- Trust is a two way street. Don’t take for granted that your employees trust you. Why? Because it is not automatic and has to be reciprocal. You have to earn their trust and you have to trust them. Sure, this is hard- no one said working with people was going to be easy- but it is a critical step in creating a relationship with your employees that paves the way to people who will go the extra mile for you.
- Give them opportunities to grow. This goes hand in hand with trust. You may find the occasional individual that is happy doing the same thing over and over again and that is great. However, many need to grow…notice I said need and not want. This is not optional. If you trust the employee, you can give them new experiences and chances to expand their skills. Not only does that make them more valuable to you, but it also fulfills the employees desire to learn and grow- a win-win situation.
- Create allies with communication. Everyone wants to be part of the in-crowd and by keeping them abreast of any changes not only quells rumors, which can quickly sap morale, but makes them feel part of the big picture. Of course I am not suggesting complete transparency but I am definitely warning against keeping everything as closely guarded secrets and “need to know” status intelligence. Holding back information that could have been shared makes the employee feel that they were not worthy of the consideration- you never want an employee to feel that you do not value them, NEVER!
Whether your employee makes minimum wage or 100k a year, at the end of the day, each and every employee is a person. People are unique, unpredictable, a real handful and a true joy. They are the greatest asset any company will ever have …now the trick is to always remember this and to treat them as you would any precious commodity.
Performance Management…even just writing those two words I imagine supervisors everywhere rolling their eyes and sighing loudly. The pencil-whipped annual reviews, the stressful meeting and the disgruntled employee that always result…why do we put ourselves though the torture?
Well, there are two pretty compelling reasons. First, if you actually start to think of performance management as an ongoing process of employee development instead of a time and place to tell your employee everything they have done wrong in the past year (or at least as far back as you can remember anyway), it will prove to be one of the best things you will ever do for your organization. It is a process that will elevate your good employees and weed out those that are not suitable for your company. If that doesn’t make you want to investigate this idea further maybe this will- your A-players not only want it but will leave you and go where they can find it.
Strong statement? Sure, but this is serious stuff and not something that can be broken down in a single blog but consider this; You are the A-Player on the team 1) you want to hear that you are appreciated and that your employer is invested in making you even better and 2) if there is no performance management in place, the B and C-Players are getting away with murder. And who is picking up the slack? That’s right! Your A-Player….and how long do you think it will be before this super star decides to take his talents elsewhere?
Hopefully, long enough for you to grab a good book on the subject or consult a professional and begin to seriously manage your staff so that everyone is on the same page, working from the same playbook and achieving the level of performance that you know they can accomplish.
I am such a strong believer that people want to do a good- if not great- job at work. I have never heard of anyone waking up and saying, ” I think I am going to go be a screw-up at work today.” People want to succeed. So if this is the case then why do so many companies feel that they do not have a good, talented workforce? They ask where can they find people that can get the job done…maybe the question should be, “what can we do to empower our current workforce to be successful?”
There are a lot of answers to this question including setting realistic goals and making sure they have proper equipment and tools to get the job done. In my eyes though, the most frequently overlooked way is to make sure that the employees are trained. Manager’s favorite lines to this are, “they can learn on the job” or “they have experience so they should know what to do”. Both of these are true- but they are not enough. It is imperative that a company is SURE the employee is trained. This is too important to leave to chance.
A manager I was having this discussion with really believes that training is spoon feeding the employee and that they should take it upon themselves if they feel they are lacking a skill or knowledge in an area. Okay, fair enough, as long as you are fine with the idea that the employee may or may not know what skill or knowledge is lacking. Proactive training is not such a crazy idea as long as the employee AND the employer are active in the process and get to enjoy the fruits of the labor.