When you are running your own business and employ staff, you have to learn how to trust them and give them space to do their work with clear guidance and instructions. If you are constantly treading on their toes then you will have them heading for the exit door faster than you can think. Here are six things that bosses need to consciously avoid doing:
- Comparing your current employee with a former superstar employee – If you are constantly banging on about how a previous hire knew everything about the company and everything about the job around employees you are going to lose the confidence they have in you, and in turn you will create unnecessary insecurities among employees that will be detrimental to the company.
- Playing Big Brother – If you watch and constantly keep up to date with what employees are doing inside and outside the company, you are going to be viewed as a busy body and a micro manager. Worst of all is monitoring the performance of employees in order to reprimand them. Performance management in reality is about trusting your employees to do a good job and giving them the tools they need to do their job effectively.
- Always talking about employees bad points – As a boss, it is your job to inspire and motivate your employees. If you are constantly berating them about their weaknesses, you aren’t doing anything positive. What you should be doing is leveraging their strengths with the company’s requirements. Weaknesses can be improved upon through internal and external training.
- Getting worked up about tiny things – If you spend more time picking faults in your employees work then you shouldn’t even be a boss. Every employee is unique and has their individual style. If their style isn’t negatively impacting profitability then that is a positive sign. As one Director I once spoke to said, “I don’t mind how an employee does their work, as long as they do it effectively and on time.”
- Stop making assumptions about employee engagement – Yes that word ‘engagement’. You here it a lot and you will hear it even more. Some people don’t understand what it means but it means a great deal more than just to motivate and inspire employees. As a boss, if you think that paying an employee a salary on time, giving them their holiday entitlement and providing them with a job is enough, you are wrong. Employees want something more than that but it is often the simplest things that can make a colossal difference. In a recent magazine interview, Marissa Mayer, CEO of Yahoo has cited the need to recognise what things matter to each individual employee and driving engagements efforts based on that. If spending more time with family matters to them then offer them flexible working.
The global economic depression has resulted in a lot of managerial shift. Managers have become younger and one criticism expressed by commentators is that this new generation of bosses does not have the neccessary skills required to create healthy and engaged workforces. What is required is to spend more time training would be managers in soft skills that will increasingly play an integral role in corporate training and development. From a board level perspective, training budgets should not be cut as the economic depression has seen, but boosted and prioritsed to the top of the corporate agenda.