Employees listen closely to the messages their managers send them. Make sure to avoid these negative messages that can create resentment and disengagement:
· “Why should I thank you for doing your job?” Few managers actually say this, but it’s an all-too-common excuse for not praising employees unless they achieve something remarkable. Make a point of showing your appreciation for your employees’ consistent efforts whether they’re hitting home runs or not.
· “That’s now how I used to do it.” Maybe you once did all the jobs that your employees now handle. That doesn’t mean your approach was the only valid one. As time changes, new tools and techniques emerge that make the process different. Don’t insist that employees do things exactly as you did, or that you know more than they do about how to perform their jobs effectively.
· “Be more proactive.” What does that mean? Managers sometimes wish employees would take more responsibility, or just work harder, and express that in vague terms that employees can’t understand. Be clear about what you want: “Try to solve these problems on your own before coming to me,” for example, or, “You don’t have to ask my permission to do this.”
· “I can do it better myself.” This should be an obvious mistake, but many managers instinctively take over when employees don’t immediately achieve the results they want. Learn how to delegate effectively, and train your employees to do their work without excessive supervision. You’ll have more time for your own job, and employees will develop skills and confidence.
All the success!
PM in the AM