Often, when people leave their jobs, it is due to poor relationships with managers or colleagues.
We’ve all seen the clichéd TV scene where the hard-done-by employee tells their boss where to stick their job. It’s because people leave other people, not their jobs.
Of course, you’ll never please all of the people all of the time, but here are some ‘people skills’ that all good managers should have.
Offer your time and attention
We’re all attention-seeking children at heart, and we all want to be heard! It makes us feel valued and important.
With smart phones, tablets and all of the other devices available to us, it’s very rare that you’ll ever get somebody’s undivided attention.
Even if your smart phone is surgically attached to your hand, turn it off. Without this distraction, you’ll be able to connect with your employee.
Make it clear that you are listening with eye contact, verbal signals and nods. The gestures won’t go unnoticed.
Praise in public, reprimand in private
Public praise will make the star performer proud, while on-looking employees will suddenly start striving to achieve the same recognition.
Reprimanding in public, on the other hand, is degrading and just makes you look like a dictator. One who’s kicking a puppy.
Share the spotlight and blame
If something has been done well, name names, and recognise other people’s efforts.
However, when it comes to the blame game, finger pointing is unproductive, and will make the accused feel scapegoated and lose confidence. Is a single person ever really to blame?
People aren’t numbers
When you’re bogged down with targets and deadlines, it’s easy to think of people in terms of the numbers they can turnover.
This is a big mistake, as everybody has their own limits, their own strengths, and their own weaknesses. Tailor your expectations, and the tasks you give, to each person.
"Well you do it, then!”
There a few things as frustrating as somebody who criticises a performance they couldn’t pull off – football fans aside, of course.
Don’t be a demanding pencil pusher, find out about your employees’ roles, and learn how to do them. It’ll earn you respect and CV skills.
Be friendly
You see these people day in, day out. Learn their children’s names; know their interests and generally show an interest in them. Let’s face it, everybody wants to be liked.
It’s equally important to share these details about yourself. Show your quirks and share your interests; showing your team that you have a personality will make them feel comfortable coming to you when in need of support.
Be firm but fair
If you notice unacceptable behaviour, don’t be timid, crack the whip. It’s also a good idea to send emails, confirming what has been discussed about the behaviour. After all, then pen is much mightier than the sword.
Keep the criticism constructive
Regular feedback will help your staff to develop. Unfortunately, nobody is perfect, which gives you the job of pointing out areas for improvement.
You can keep it constructive by following these steps:
1. Outline the problem
2. Explain why it’s a problem
3. Give a specific example
4. State what can be done differently and why it will be better
Remember to focus on one improvement at a time and offer double the amount of positives as you do criticisms, just to keep the atmosphere positive.
For more staffing tips, visit the Tirebuck Recruitment website.
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