There’s a saying in life that says “Show me who your friends are, and I’ll tell you who you are,” and it works in business, too. Many times, employees are a direct representation of their business leaders and as a manager; it’s imperative that you provide them with reliable advice, good examples, and the encouragement they need to bring out the best worker that they can be. Unfortunately, not every manager is going to think like you.
When an employee has spent time dealing with subpar management, it means that they were undoubtedly part of a toxic work environment, and could believe that bad habits such as slacking off, gossiping, and not putting effort into their work are okay; it’s not. Employees, who have spent time in a previous position where they were belittled, undervalued, bullied, harassed, or pressured, could have developed a long list of unfavorable staff member traits; but don’t discount them. Your business can still benefit from the new employees; you just might need to put in some extra effort.
Coach Above all Else
Developing a supportive and encouraging work environment for your staff members is a part of your job as a manager. You need to be the coach of your team to see them grow. Mainly, you need to take your freshman employees and groom them into varsity workers. You can do just that with these four helpful tips.
- Develop a Center of Learning: Showing your employees that you value them and would invest time and resources into them is one of the best ways that you can break bad habits with positive reinforcements. It’s important to remember that your workplace is only as good as your staff members, and if you provide consistent and relevant continued education, you make it evident that you’re betting on them to win. However, don’t forget to encourage your personal growth at the same time.
- Remove Micromanaging: Delegating to staff members is extremely important as a business leader, but how you do it could potentially cause issues between co-workers, and it could even cause an employee to develop feelings of contempt for you. Ensure that you explain tasks and focus on an employee’s strengths. The most important part though is allowing your staff member time and space to complete the project on their own. If you always hover over your employee’s shoulders, they could start to feel like you don’t trust in them or their capabilities.
- Link Tasks with Long-Term Goals: As a manager, it’s crucial that you put genuine thought into your delegation. You need to ask if the tasks you’re assigning have real value, or if they’re tasks to keep busy. When your staff members are clear on the value of the project, their motivation and commitment to the project could skyrocket. Additionally, this shows your employees that you delegate wisely and based on need and that you have no interest in pawning work off just because you can. That could be something they’re used to from previous employment.
- Don’t Get Stuck on Yourself: Finishing your projects as a team lead is incredibly important, but it’s also important to maintain contact with your staff members at all times. Your employees are going to appreciate being kept in the loop, and are going to feel more secure in the work that they are doing.
No one said that being a manager is easy, and it’s possible that your human resources department is going to send an employee your way that might not be your first pick. Everyone has their strengths and their weaknesses. As a leader, it’s crucial that you encourage your staff members to flourish into outstanding workers that make not just your life easier, but the life of the company.