A manager wears so many hats – planner, motivator, supervisor, mentor, coach, enforcer of company policy, referee of employee disputes. It is easy to wilt under all of that pressure and just resort to giving orders and hiding in your office to do paper work. Actually, too managers employ that type of strategy or something similar to it, and – surprisingly – a lot of companies or willing to settle for that managerial style as long as it doesn’t hurt company profits too much. However, who knows how much employee productivity and company profits could be boosted if managers were able to build effective relationships with their team members? There is no more critical relationship in your business than the relationship between manager and team members, and it all begins with a manager who knows how to build trust.
Ultimately, all effective management techniques grow out of a manager’s ability to create mutual trust and respect with the rest of the team. However, this doesn’t happen by accident; it requires a significant investment of time and patience, as well as a little bit of risk. But the results are well worth it. Here are some important hints to help you begin to create an effective atmosphere of trust and respect with the people under your supervision:
1. When you present ideas, always request feedback. – No one enjoys working for a dictator. Whenever it is possible – and especially when dealing with issues that will result in major changes – leave time for your team members to discuss their reaction to the ideas and to provide you with input that could help implement the changes more effectively. It always helps for your team members to actually feel like they are a part of the team.
2. Let team members know it is acceptable and appropriate for them to bring “opportunities” (read: problems) to the supervisor’s attention. – This is hard for a manager to do. No one likes to hear bad news, especially if it might reflect poorly on them. But if your people don’t feel comfortable talking to you about the problems they see, they will certainly be talking to someone. This kind of gossip poisons the atmosphere and makes the job more difficult for everyone. If you want to avoid a bigger problem later, be willing to face it now.
3. Always be sure that you take some action to address issues presented to you by employees. -- Concerns of employees should feel they are taken seriously, but this can sometimes be a little tricky. The employ’s opinion may be based on inaccurate information or irrational thinking. As a manager, your job is to sort through the chaff without destroying the wheat. Not all of your employee’s concerns are valid, and the ones that are may not have simple solutions. The important thing is to take the concerns seriously, implement an appropriate response, and follow up with the employee to let him know how the issue was handled.
4. Acknowledge others’ views even if you do not agree. Discuss all ideas. Do not make an employee feel as though they should not have said anything. – This is actually an extension of the previous point. By making room for people to express their ideas, you demonstrate your respect for them. In turn, you will earn their respect.
5. Don’t forget, you are not infallible. -- Even the best hitters in the Major Leagues still only get a hit about a third of their times at bat. When you are wrong, admit it. And if someone has an idea that is better than yours, embrace it and don’t worry about who gets the credit.
6. Above all, be consistent. Handle every person and every situation with the same respect and openness you would hope to receive yourself from your boss upstairs. -- When the pressure is on, and your team is facing a difficult deadline, it is easy to start viewing them as means to an end. However, they are still people who have varying needs, dreams, issues and goals; people who sometimes struggle and fall short, even when they are trying to do their best. Never forget that. You will bring out the best in them only if you are willing to give your best to them.
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August Management Quick Tip of the Month – Don't Put Down
A lot of management material focuses on techniques and theories and the psychology of managing. It is easy to find information on how to communicate more effectively or how to delegate or how to train. The literature is long on methods, but there is no substitute for character when it comes to being an effective manager. And here is a critically important character quality that every manager needs, but which is rarely even discussed: Humility. Be careful here; there is a difference between humility and humiliation. The latter is covered with a sense of shame, weakness and failure that is always apologizing for something. That is not the meaning of humility. Simply put, a humble person is someone who, instead of dragging others down and making them look bad or feel bad, finds ways to lift others up. It is easy to do if you are willing to put aside your pride and always regard others as being just as important as you are - and treating them that way.
