If your employee was to describe you…

September 29, 2009

 I for Idiot, A for Arrogant, R for Rascal… is how a person describes his boss over the phone in a television advertisement for a website offering employment. The ‘advertisement’ should make all managers think. What ‘words’ would they use to describe them if they had no fear of losing their jobs. And, if it rings not-so- positive sounds, it is time to do something about it. Here are some suggestions:

Be fair: As a person at the helm of affairs, least people want is to see you as being unfair and showing favourtism. Provide opportunities to all, nurtur them and given them a chance to learn and grow in their careers.

Strengthen communication with employees: If your team members are scared of you, it is the biggest hurdle in communication. You end up being surrounded by people who say ‘yes’ to you all the time. Respect people, trust them and encourage ideas. Make yourself accessable so that employees could reach you when they need to.

Know your employees better: It is critical for managers to know the employees better- their strengths,weaknesses, skills, talents, attitude and temperant. Regular performance appraisals are useful but knowing them on a personal basis is always better. This could be done by spending time with them. It may sound difficult in our fast-paced lives, but a few minutes could always be found out. Having an informal chat over a coffee helps to know them better.

 • Share your vision with the employees: This is the most important task of a manager but is often forgotton. In the absence of it, very few employes feel engaged with you and the organization. If everyone shares a common vision, the results are amzing. Sharing the vision and allowing all to own it, feel for it and contribute towards it – is the primary duty of a leader. This way employees find the link between their individual outputs to a larger goal and feel connected with the organization.

 • Be action-oriented: Walk the talk is the best way. Think of what is expected of you as a manager and deliver it. Employees respect a manager who delivers and assumes responsibility for his/her actions.

 • Demonstrate principle-centered leadership: Management without values and principles means nothing. Values such as integrity and transparancy should never be compromised.

…Employees should respect managers as a person. If that happens they will find better words to describe you.