Managers- Dont Treat All Employees the Same Way (1)

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W e are all familiar with the golden rule that says to treat others as you yourself would like to be treated. However don’t take this maxim too literally in your role as a manager. Afer all everyone is diferent. How your employees respond and react to diferent situatons will vary. In many cases you do have to be fair in the way you treat your employees but the reality is that each member of your staf is unique and you need to take that into account. Treatng everyone who works for you the same is “of the rack” management. You need to customize your management approach. By Michel Theriault Managers: Don’t Treat All Employees the Same Way You can’t always tell why which approach is the right one since those who want to do it collaboratvely may be trying to moderate expectatons and those who want goals dictated may want an excuse when they can’t deliver. “ “

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A more efectve way of managing your staf is to understand each of your employees’ personalites capabilites sensitvites and other factors that might impact how they respond to any given situaton and in partcular how they difer from you. Here are a few examples of common management actvites where you should reconsider treatng everyone the same: GivinG Feedback or Praise Some your staf will perform at a top level regardless of whether you praise them or not. Others require constant pats on the back to keep them motvated. Similarly one person may enjoy being invited up to the front of the room and praised in front of their colleagues and peers while somebody else may be very shy have no interest in the atenton and in fact will be quite uncomfortable with it. ProvidinG Guidance or direction Some employees need detailed instructons and directon but others can simply be pointed in a directon and told the desired objectve. For those who need detailed instructons it might not be because they have litle motvaton or don’t know what to do. It may simply be a mater of personality or perhaps they’ve goten grief from a previous manager for doing things not exactly like he or she wanted. Find out what works for each of your staf members and use it to get the best results from that individual. settinG Goals and objectives Like the previous item some employees are very happy having their goals and objectves handed down to them while others have a need to contribute and help build those goals and objectves directly. While in some cases your organizaton’s requirements dictate those goals or objectves with most employees there are numerous additonal requirements that could be set collaboratvely. You can’t always tell why which approach is the right one since those who want to do it collaboratvely may be trying to moderate expectatons and those who want goals dictated may want an excuse when they can’t deliver. Whether dictatng goals and objectves or working collaboratvely be careful to keep in mind the potental motvaton behind your employees’ preferred approach. disciPline Some employees take discipline and critcism very well likely the more confdent ones.

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Others however may be more sensitve to being told they did something wrong and be driven by fear of losing their job. They may stop taking risks or making their own decisions because of that fear. Traditonal management techniques usually wrap correcton or discipline into a sofer approach telling employees to try to do things diferently next tme. That will work for many employees but sometmes the more direct harsher approach is the only way you will get change from that employee. Again this is why it’s important to understand your individual employees — so you can apply the right approach. develoPment and traininG Some employees are driven to learn and take every opportunity they can for development and training while others are less enthusiastc. Understanding the reasons for that lack of enthusiasm will go a long way to developing training that works for them. For instance of-site training may present logistcal or family problems for some employees so they resist it or they know a day of from the job means they will work harder or even longer hours to recover from the ofce day they missed. Even more important is that diferent people learn beter with diferent techniques. Some employees may need the hands-on workshop- type approach while others may prefer atending a lecture or even reading a book on the topic to get the knowledge they need. While there are certainly benefts and drawbacks to the various techniques for learning and you need to make it work for your requirements taking into account how each employee learns and trying to adapt the development and training program to those needs will go a long way. About Michel Theriault Michel Theriault is an author speaker and consultant focusing on topics relevant to Managers and aspiring Managers in businesses of all sizes who want to get results get atenton and get ahead. He is the author of Write To Infuence from the Quick Guides for Managers series Win More Business – Write Beter Proposals and Managing Facilites Real Estate. Write To Infuence is currently available as a free download in ebook and audiobook format. As the founder of Success Fuel for Managers Michel’s work includes training consultng seminars and business-oriented books. Connect with Michel or read his blogs about management and leadership on his site at www. successfuelformanagers.com.

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