Transcript of ESBHR Podcast #24: 8 Clues That Signal That You May Need To Change Your Management Style
Listen to the audio.
Supervising employees as we all know can be complicated.
Working on improving employee engagement?
EPIC is an Employee Engagement software that gives you the tools and insights to create a workplace culture that encourages engagement, loyalty, and trust.
If you are faced with employees who are under-performing, or who are disruptive at work, it adds an additional burden to an already demanding job.
But, workplace issues are not always so one sided against the employee.
There are plenty of supervisors who create workplace issues unknowingly.
How we interact with staff can have a negative impact on employee morale.
So, just what do I mean by that?
Have you ever belittled one of your employees in front of other co-workers? Do you avoid or put off meeting with staff because you’re too busy?
Poor working relationships between managers and staff are a guaranteed way to decrease morale and productivity, which is why correcting the situation needs to be a top priority.
The first step in solving the problem is first being able to identify what I’ll characterize as bad boss characteristics.
Check to see if any of these behaviors sounds familiar:
- Do you have difficulty speaking with your staff about their challenges or goals? Or are you not interested in understanding the challenges that they face or what it is about the work that is gratifying to them?
- To you keep staff abreast of your expectations? Do you make them aware of your overall goals for your area?
- Are you abrupt or rude with staff, or condescending?
- Do you give your employees to respond to specific comments or criticisms that you may have of their work?
- Do you take the time to recognize your employee’s successes, or accomplishments ; either as they occur or during a formal performance appraisal process? Do you even have an annual performance process, or do you think that evaluating employees and sharing feedback with them is a waste of your time?
- When you do receive respectful feedback about your approach or management style, do you get angry or retaliate against employees for giving you this type of feedback?
- Do you encourage overly aggressive or negative competition between employees or pit one employee or group of employees against another in the interest of reaching a particular business goal?
- Are you a manager who takes full credit for positive outcomes from your employees, but are quick to point the finger if an employee makes a mistake without exploring the reasons why?
If you have recognized even one of these behaviors, you’ll want to step back and think about the impact of the behavior and what you can do to turn things around.
This exercise is not meant to judge. The point that I’d like to make is that managing employees requires you to not only act as gate keeper of the work, but as a mentor, a problem solver, a cheerleader, and sometimes even a psychiatrist!
How we interact with staff as an immense impact on employee performance, motivation, and job satisfaction, whether we like it or not.
If you want to be successful as a supervisor which means meeting your department or business goals, you need to finesse your people skills and communication skills.
You’ll find that your employees will be less negative, more productive and motivated.
Now here’s today’s recommended resource:
I’ve created several short employee management videos on YouTube that you’ll want to check out.
These videos are snippets of every day management challenges that you face on a regular basis.
Best of all, most of the videos are all less than 10 minutes long, so you can learn in quick video bites!
You can add these free videos to your website or share the links to these employee hiring and management videos so that you can educate others in your company on employee management best practices.
To check out these videos, go to https://easysmallbusinesshr.com/YouTube
I’ll be adding more videos every week, so be sure to go to https://easysmallbusinesshr.com/YouTube
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