Managers are Judged by How Good their Employees are

“John, your new associate Jenna is amazing.  She is focused, committed and already has confidence.  How is it that you always have the best associates?”

Have any of you heard something like this before?  Someone coming up to you as the manager and saying that they are very impressed with your employees and that it must be from your awesome management skills.

Granted, some employees, new or old, are just awesome, without a manager’s intervention.

An apple doesn’t fall far from the tree.

There are many, if not all, people (customers, employees, managers, etc.) that judge a manager by how well their employees work and their employees behaviors.

Here are 3 key points that will make you have a high reputation as a great manager:

1. Positive Reinforcement 

Associates will more than likely perform better when their direct supervisor provides them with positive reinforcement.  The manager always has to remember to say something nice to their employees almost everyday, if not the employees will resent their leader.

2. Continuous Training

Practice, practice, practice.  Employees minds and behaviors always need to molded to hit the peak of their performance.  Also, the manager needs to keep updated as well, so they can be revered as a beacon of information when employees have questions.

3. Immediate Feedback

How else is a employee going to learn from their mistakes if their manager takes over a week to tell them what they did wrong.  Also, the manager should not take a week or more to congratulate their employees achievements.  If the manager has feedback for them employees, then they have to provide that feedback as soon as they can.

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Take notice of what your employees do for you

Managers and business owners have come to me in the past seeking advise and they all state similar scenarios: I don’t know why my employees are unmotivated?; Why does my company have such low morale?; etc. etc. etc..

KISS IT (Keep It Simple Stupid)

I tell them, Well do you acknowledge all of the work they do for you?

Typically the answer that I receive is No.

How else are employees going to build their self worth and self confidence if they feel that the work they do is not good enough, because that is how they feel when management does not acknowledge their hard work, especially if their work was well above standard.  Now I am not stating that your praise their work, but you at least tell the employee(s) that you noticed what they did and you appreciate it.

The Answer is Simple

Rather than dragging this article out, the answer is short and simple: Acknowledge your Employees.

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Displaying Progress to Raise Motivation

For any gamers out there, most, if not all will agree that achieving a Level Up in the game you are playing feels amazing.  When you see the flashing lights and glowing emblems that state Level Up Acquired, it really feels good, since you took a long time to reach that point.  You had to kill 100 boars, travel miles and miles, climb mountains, go through dark scary caves, use persuasion on other in game characters and so on and so on and so on.  And all awhile you could see your XP experience bar get closer and closer to reaching the next level.

Wouldn’t it be great if we had a real life experience bar?

I mean look at how much work, I mean playing, players conduct to reach such a feat.  Imagine playing a game and a major driving force is WORKING.  They are willing to sit in front of the computer screen and work to achieve goals…..  Sounds like a manager’s dream!!!  Everyone working hard and consistently to achieve like goals.

The reason why I thought of creating this post was because I personally have experience creating game demos.  It takes a lot of preparation and logic to create a game.

Who doesn’t like Progress?

Likewise, there should be much preparation and logic given in the creation of a experience bar within your organization.  I have created experience bars within the organization I have worked and consulted for, I can tell you from personally experience that utilizing a experience bar for daily tasks or work lists within your organization works tremendously.

Everyone wants to physically see the progress that they have done.  This gives them the drive, the motivation to hit the next goal, milestone or level.

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Creating Innovative Employees – Obstacles

Creating innovative employees, is that possible?  Wouldn’t it be the best to be able to hire employees and transform them into creative, innovative and passionate employees.  Of course it would, but is the reality?

I answer, Yes!

Why can’t leaders or managers be able to bring in employees that are not innovative and train them to become innovative?  What is the essence of being innovative anyways?  Well my definition of being innovative is the act of creating new life, new perspective on a new or old idea.

To me innovation is not too difficult to achieve.  How many times have you changed something in daily life that help yourself, others or both?

The issues of taking on the feat of transforming your non-innovative employees into innovative ones are as follows:

1. Where to begin?

2. Creating a plan.

3. Presenting your plan in such a way that your listeners will hang on your every word.

4. Will middle management continue with your vision of self-sufficient innovative employees?

5. How to ensure that the innovative fuel does not die down?

These are some of the greatest issues that a leader or manager will experience if they decide to try to transform the culture of their organization into an innovative one.  As the manager or leader, ensure that you yourself do not get thrown off the path of innovation, because doing so will become a compounding issue with your employees following suit.

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My Employee Threw Me Under the Bus, Now What

What a great feeling it is to find out that the employee that you train, work with, joke with, etc. has thrown you under the bus.

It always amazes me that someone can simply use your name with malicious intent, even after you let them borrow money, covered their sick day, etc..  Doesn’t the employee have any shame, class or even emotion?

What is going in the mind of an employee that will drop your name, the manager, into an argument or ill-discussed discussion?

Reasons why the employee may do such a thing:

1. You did something that you didn’t realize that offended the employee.

2. The employee is jealous of your success.

3. The employee is a cancerous contagious complainer.

4. The employee doesn’t care about you.

5. The employee is known to constantly make excuses.

There can be many, many more reasons why your employee is malicious towards you.

Now What?

So you come to the conclusion and the realization that your employee doesn’t like you and talks behind your back whenever they have the chance, now what?

Ways to go further:

1. Ignore it, simply let the employee do what they are doing (not the best advice)

2. Confront the employee that you are aware of the slander they have been spreading (CAUTION: Do not give specifics since they will try to find out who told you and retaliate.)

3. Inform Human Resources about the issue.

4. Ask HR rep how to go about correcting this issue.

5. If the employee has valid points, such as if it was stated you are lazy, etc., try to correct these aspects of yourself, this may in-turn help you gain respect among your subordinates.

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