Wednesday, November 14, 2007

What keeps your employees running smooth? No it is not oil, which is only for bionic people. Besides oil in the work place, that would be uncomfortable explaining in the accident reports! It is how you communicate with them.

  • Always let your employees know what they mean to you. While they are working on a task stop by see how their work is progressing; offer advice on how to make it run smoother. Listen to them; ask if they know of a more efficient way too.
  • If you are in the office world, or in the retail world this works too! Have a quick meeting before the shift, let your team know where they left off on last shift, give out complements for the previous day, then move on to tell them what is expected today. Also give your staff the opportunity to speak.
  • Know your staff: Find out when their birthdays are, always hand write a card and have the staff sign it, if a party is in your budget do that. If not a gift certificate to a restaurant or a slice of cake is always appreciated. Your employees need to know you care about them and their needs.
  • Treat everyone equally. Just doing that eliminates any communication issues.
  • Whenever a problem arises address it immediately, even if it is not in your busy schedule; And if it is during a busy day do not wait to get the team member alone, just ask them to join you for a minute you need their advice. Let them know what was done was wrong, ask them how they would of corrected it. Tell them how you think it should be corrected by incorporating their ideas. Also this will solve any issues with a team member if they are not performing any you may have to cut them loose. Let them know each time you need to have a short correctional talk with them that this is a verbal warning. Then document it in your day planner.
  • Never ever lose your cool. I know sometimes it is hard but showing your team members that, you can be temperamental not only creates communication issues but it might make them afraid of communicating with you.
  • The last craze that any Manager wants is complaints submitted from your employees about you to human resources. For my five years as a manager this has never happened, I feel that to be because of my number one rule; Communication, Communication, Communication! If you have hurt employee’s feelings, or created an issue you need to settle it. That’s right, those phone calls from upper management is never fun ones. Plus if you ask your employee or employee’s that you have offended how to correct the situation, they will know that you are human and not just a paper pushing dork.

Communication is more then just speaking too. How your expressions are, speak for them selves. Keep a happy complacent facial expression at any time possible. If you need five minutes in your office screaming in a pillow do so. It is better then making an ass out of yourself by screaming in front of your staff.


Anonymous Anonymous said...

Great advice. I have used the walk outside and scream at the wall method of relieving pent up emotions to calm myself down on multiple occasions.

2:28 PM  
Anonymous Anonymous said...

Some really good points in here. If I could just add one thought?

Next time someone makes a mistake, try asking them what they think went wrong. Check you understand what they're trying to achieve - ask. What have they tried? Then ask them what they could do differently, and what they might try next time....

9 times out of 10 they will already know the answers to all these questions, and with your encouraging questions they'll be much more likely to take responsibility for the problem next time round. Ask instead of tell - you'll be amazed what a difference it makes.

Which means less of a need to keep asking you for a solution ... which in turn probably reduces your need for screaming. Probably.

9:58 PM  
Anonymous Anonymous said...

I enjoyed reading your comments. It can be very difficult staying objective and creating a focus or standard that is objective. It takes some of the guess work out of it when the only thing measured is the commitment to the organization. If you have disscused improvments that need to be made and shared assumptions and they choose to repeat the same behaivors, it might be time to discuss their commitment to the organization. People who are truly commited to the organization will not let excuses and blame get in their way.

10:23 PM  

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