Once upon a time, it was common for people to work for the same company throughout their careers. This type of loyalty is almost unheard of in our fast-paced, competitive modern age. Employee retention is a major concern for employers, because the costs involved in losing an employee, searching for a new candidate, and hiring and training a replacement are considerable.
Many companies try to encourage their employees to stay with generous compensation packages, stock grants, and other perks. It is only infrequently that companies factor the personalities of their managers into the employee-retention equation. This is both strange and unfortunate, because it is probably the single most important factor in determining whether an employee leaves or stays.
There is an old saying that states, “Employees don’t ever quit their companies, they quit their bosses.” The fact is that you can’t pay somebody enough to work in a hostile environment on a daily basis. A manager who is unreasonable, demanding, harsh, or who otherwise demonstrates a lack of respect or self-control, will drive away employees in droves.
The corollary to this could be stated: “Employees don’t work for their companies – they work for their bosses.”
Working For the Boss
Their manager is the person the employees work for, day in and day out. Consider whether team members are likely to respond well to a manager who is rude, inconsiderate, and makes unreasonable demands, or a manager who yells when things go wrong. Is that the sort of person that inspires employees to feel helpful, motivated and appreciated?
On the other extreme, do team members respect and work hard for a manager who is too easygoing, lets everything slide, plays favorites, does not pay attention to or correct problems, and spends all his time trying to be everybody’s best friend? This type of management isn’t management at all. Team members are likely to become lax, and even if the manager attempts to exert some authority they will not take him seriously.
A balance must be struck between being a harsh taskmaster and a slob with no authority. Your team members do not necessarily have to like you, but they MUST respect you. To maintain a level of professional authority and the respect of your team, there are a few simple rules to follow.
R-E-S-P-E-C-T
To garner the respect of your team members, remember to behave in a manner that is:
REASONABLE. Do not make unreasonable demands or level criticism that is unwarranted. When things go wrong, don’t blow a gasket. Reasonable demands and reasonable responses will go a long way towards establishing your character as respectable.
ETHICAL. Any unethical behavior on the part of the boss will instantly kill his credibility in the eyes of the team. Ethical behavior means treating team members fairly and equitably, following corporate policy, and avoiding actions that are either illegal or questionable on moral grounds.
SENSITIVE. In order for your employees to respect you, you must demonstrate respect for them. Respect their privacy, avoid publicly criticizing them, and remember that they are deserving of decent treatment.
POLITE. Managers should never underestimate the value of common courtesy. Demonstrate basic social skills, say “please” and “thank you”, and don’t interrupt. Not only will simple courtesy help to demonstrate your respectable nature, it will encourage your employees to do the same, making the workplace more pleasant for everyone – and a pleasant workplace is more productive.
EMPATHETIC. Employees are people too, and they have feelings. Recognizing and acknowledging the validity of team members’ emotions helps them to feel important and understood. Tense emotional situations in the workplace can often be defused if managers are willing to acknowledge and empathize with their employees.
COMMUNICATIVE. A manager who withholds information, does not offer feedback, or leaves employees in the dark about his expectations is setting his team members up for failure. Always keep the lines of communication open, and remember that the flow of information goes both ways.
TRUSTWORTHY. Your employees should be able to count on the fact that you will always do what you say you will. Follow through on your promises, and apply consequences where they are necessary. If your employees can depend on your honesty, they are more likely to be honest with you.
Who Do They Work For?
When it comes down to it, a manager is the face of the company to the team they manage. They work for the company, but you are the boss. A manager who doesn’t treat the employees with care and courtesy reflects – in the minds of the employees – a company which does not care or act courteously. If the manager behaves in a way that gains the respect and loyalty of the employees, the entire organization benefits.
Baker Communications offers leading edge Management Training solutions that will help you address the goals and achieve the solutions addressed in this article. For more information about how your organization can achieve immediate and lasting behavior change in managing others, click here.
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