Have you ever been a manager of people? It is more than just giving our tasks, it involves dealing with customers, employees, operations, issues and a lot more. It involves dealing with the emotions of people in stressful situations and keeping people motivated to make sure they are doing their job to their full capacity.
Getting employees on side is a bit of an art form, they way you communicate and argue will reflect in their performance and how their treat you.
Here are some situations:
You get to busy to talk to your employees:
This will happen to us all, and getting busy is fine. If an employee needs something, you might be tempted to tell them too busy now. This can be interpreted to an employee that they are not important or that what they need to do is not important. Another approach would be to asses the situation workers out the priority of their issue. Is it something that needs focus sooner or later. Be proactive with their request, set a time, a meeting to handle the issues, or refer them to another person which can handle the situation for them to get the issue resolved.
Bring new ideas to the table
If employees get a chance, they can bring new ideas to the table. As a manage this might be frustrating if they just change they way they operate and how they manage situations. Many managers will tell them just to do it the old way, or don’t change. A better approach is to evaluate all ideas, as this is the reason you hire employees in the first place. Tell them to put together their idea, formalise the ideas, evaluate the pros and cons to work out if its going to be good change or not. Keep them excited, so more ideas can be contributed to the company
Not happy, get out, i will find someone who does
This type of statement is power playing against the employee, and it generally echo with multiple employees at the same time. This type of motivation is based on fear and the generally reaction to fear is to work minimal effort. Generally most people do not understand why they do things wrong or why, a method of approaching this is to get them to explain what they have done wrong, help them identify where they could improve and how they can improve. If this is a bad case, issue the warning in writing to formalise the issue in case it keeps recurring allowing for the correct method of termination.
Tasks with no context
In most companies, when things are changing people become aware of it pretty quickly, what ever it is. They notice meetings, over hear things, etc. But not even changes, when people are unhappy and other situations occur. Which can lead to tasks being allocated without any purposed.
When people do not know a situation, or feel they are doing pointless tasks they get lost in what they are doing.
Giving employee context to why they are doing are tasks, or how it will impact other people adds a level of importance to a task, it is understandable that not all information can be shared with employees but providing some reason for doing jobs and tasks will help with motivation and the reason for their work.
Your employee is doing a crappy job
Criticising an employee might be tempting and may even be warranted, but in reality, when people take a level of aggression, the natural reaction will be to shut down or get defensive. If your employees are in either stage there productivity will drop and you won’t achieve a lot out of them. Illustrating ways they can improve, and providing practical examples of where they have failed is a great way of changing the attitude. Provide the expectation of what you want achieved, and illustrate how their action has caused loss in your business.
Employees don’t do it my way
Unless you want to work like a factory, telling people that they have to do it your way it not going to inspire new ideas of fresh contribution. Getting directions and kpis of what you expect and layout a foundation of how they need to achieve it give them the bases to succeed, giving them enough freedom to contribute and provide ideas will lead to success.
This is just to name a few, in reality being a good manager means developing your talented people and working with your other employees. There is some reality if you really believe your employees are not good and not adding value using the correct communications and warnings is the right direction to remove them from your company.
On the other hand, talented or employees with potentials want to contribute to your business, and can be sensitive to their contribution. Work with your employees and rationalise with them, the right way to work, the best way to achieve goals, and how you can both achieve your goals from the company.