In truth, often times employees tend to forget their role in the work place when it comes to how their job is structured, job performance, character behavior, work ethic, and how they view authority. Insubordination is the leading cause of why some employees are let go from their job (otherwise fired), and this can make it hard for them to collect unemployment if negative reviews from the employer are relayed.
Write ups are a permanent part of one’s employee record, thus making it difficult to obtain employment from other jobs if the previous job is used as a reference. After all, previous managers are obligated to discuss the type of employee they were prior to being discharged from the job.
When it comes to respect among managers and employees, it seems to be a whole different ball game. Where there is blatant disrespect, it needs to be addressed as to where it stems from in order to turn it around to avoid it becoming a much more bigger issue.
What needs to be understood, managers and staff are there to do a job, not to socialize and have a good time. They are there to perform in the manner in which they were hired. Once that line is crossed and managers and staff become too friendly, then it becomes a lack in the jobs being done and that looks badly among the managers. Therefore, if a staff member is written up for whatever reason by the manager, and the staff person though they were friends, what do you think is going to happen? They are not going to see that person the same, and it sours whatever working relationship they thought they had. When you keep a fine line drawn between managers and staff, then you maintain the proper boundaries. Treat them with the same level of respect you’d want others to treat you and the work environment remains in tack.
FACT: The respect you give is the respect you receive.
A day that is started off by screaming and shouting at the staff, being unapproachable, being mean and down right rude, shows no regard for staffs’ feelings ask yourself how you think they are going to respond to you. What do you think they will think of you? Don’t be surprised if the disrespect you receive from them in return is so blatantly obvious and noticed by others who do not work with you closely or in the same area as you. Of course, in a management position you may have this attitude that you don’t care about what they think or feel about you because you are not there to be their best friend, it has to be remembered that there is a certain level camaraderie that needs to be maintained to show that everyone is working together as a team, without it it’s almost like a sinking ship.
There is work to be done and you want it done as efficiently as possible, which is true. You want as less chances for screw ups as possible, ending the day with a job well done. You want them to perform at a level you feel is at the highest level of satisfaction, but if you are not showing appreciation for the work they do, disrespecting them behind their backs, and the respect on both sides is not on the same level as you would want to be respected, it’s highly possible that some of them are already seeking jobs in other departments within the company or elsewhere outside of the company.
It’s certainly something to think about when you’re managing a group who was put under your management for a reason. How you treat them can say a lot for how they feel about coming to work everyday.
Saying: You get more with honey.
My mother used to always say when my sister and I were growing up, “you get more with honey.” Meaning, you can still be a tough manager with a little sweetness to you and will find that the staff will work ten times just as hard to make sure they are doing you proud. Don’t underestimate that there is always going to be that one small percentage who will just be difficult for no unknown reason and is usually the one who will be the one getting written up while everyone else is working hard to get the job done and done right. But if, as manager, you come off bitchy from the start, you will have a bitchy crew. That’s just the way it goes. And I’ve worked with a number of managers on various levels, with different personalities and characteristics to know who were tough and got the job done and who respected their staff, who were kiss ups and threw staff under the bus if they as managers were believe to have not been doing their job, and those who just lacked managerial experience from the beginning.
You’d be surprise at how far a “thank you” and “great job everyone” can go in the workplace. It let’s the employees know that they are doing what they were hired and trained to do and it boosts morale and confidence. But without kudos it’s almost like stabbing yourself in the foot. Rewarding your employees with merits such as change in duties, salary increases based on their excellent job performance can let them know that if they continue to work hard they can go a lot further. But without these opportunities available to them and lack of appreciation, they will begin to start rethinking their career choices
The case study below is one example of events that recently occurred in one workplace. Read and review and determine how you think the situation should have been better handled.
CASE STUDY: Larry was told he was doing good and work and thought it was time for him to start moving up in the company. He was given the opportunity to do some training videos which helped him along in his job. Not more than a few weeks later he is told by upper management that they felt he was ready for a new opportunity that would put him in a new position and provide him with a salary increase. After a couple of weeks had gone by, he inquired about the new position and salary and when he was expected to start the new position. He was told by his immediate boss to come in at 6:00 am the following Monday morning to begin training. That Monday morning, armed with training materials and ready to start training at 6:00 am, his immediate boss wondered why he was at work so early. Larry reminded him that he was told to come in for training for his new position. The immediate boss first said he had forgotten all about it and after an hour or so came back and told Larry that no one in the company said he was being moved up into a new position with a salary increase, and treated the whole thing like a joke. It was at that very point, Larry walked off the job and never returned. What mistake did this company make? What was Larry’s responsibility in this situation?
Now that you’ve read the case study, can you see where the mistakes were made and who was at fault? Clearly Larry’s immediate boss showed no regard for his feelings nor did he have any idea that Larry would respond the way he would by walking off the job after announcing he quit. Larry was well within his rights to file several complaints with the corporate office. And because he received nothing in writing from Human Resources stating his position was changing with an effective date and a notice of salary change in a document summarizing those changes, it was Larry’s words against theirs.
That was Larry’s clue that they did not take him serious as a hard working and valued employee who had done more than stepped up to the plate in his position once he started. They failed to recognize the many times he worked overtime whenever asked, he came in over the weekends to work on special projects whenever asked or whenever they were backed up or behind in projects, he worked through an injury he suffered on the job without any complaints and refusing to go home just to get the job done, he helped other employees who needed assistance, even tolerated hazing from other staff members. When managers do not recognize the tiresome efforts of their employees it is a domino affect that can have adverse reactions on the company.
In closing, if you are a manager the best advice that can be given is don’t take your staff for granted thinking your lack of care and consideration, and appreciation for the work they do is going to be accepted over a long period of time. At some point someone will develop a “I don’t have to take this” attitude and will walk off the job. If you keep that revolving door going and continue to experience a high turnover in employees, it’s time that issue is addressed and addressed immediately.
If you need help addressing issues with your staff, I can help you with issues between management and staff. Feel free to contact me at firstname.lastname@example.org (this email will be changing in the next couple weeks) to talk about designing a 1 – 2 hour or all day workshop presentation that can help you address issues among management and staff, and what can be done to improve the environment that will later boost morale, improve attendance, improve communication, and be more approachable.
When emailing me be sure to include specific areas of improvement and why. Include other areas of concern you’d like covered in a workshop presentation and why and we can talk about how the presentation should be presented, any handouts you’d like to be included in addition to the presentation handouts. I’m here to help as I’ve been in the workforce over 30 years and have worked with a variety of managers to know the dynamics of a staff and manager/management relationship, and I have worked with Human Resource professionals. I’m here to help you have a better working relationship with your staff!
Thanks for reading.