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Good Leadership Skills.. Ideas for comp.
OK, after responding in the "Hiring Decisions" section, one thing I have realized, is that in this forum of "Management", there is little to none in the way of "being a better supervisor/manager". I am in no way saying I am a great leader, but I have had alot of great success with my department, even when faced with insurmountable odds set by a corporation. So, as I train leaders and Officers, I see what I have gone through in the way of bad leaders, and the way bad leaders develop. I promised myself to never be one of thse supervisors that we all know should'nt be. The concepts I will lay out have helped out alot in my department. Turn over dropped massively, Moral went through the roof, applications started coming in by the hundreds, and everything flows nicely. No drama, no bs, no backstabbing.. Why? It always starts at the top and filters down.
Rarely do we hire a person after an interview question of
"Do you ever backstabb your fellow employees?"..
"Why yes sir I do"..
"Great, your hired!"
Employees will learn from their supervisors, as they aspire to be a supervisor. What we teach and ho wwe teach it will determine whether we make a good one or bad one.
One thing I have learned, is that yes, we are assigned to handle more as a supervisor. How we handle it will either succeed or fail, and sometimes letting go of responsibilities by allowing some one else to take it and run, will not only help you, but better your environment.
So, finally, for some tips:
1) Just because you as a supervisor, have the final and total say in how things are operated, doesnt mean you have to. If you give your people something they can claim as their own, and allow them to make a decision on something, even if we personally disagree, will show fairness, trust, and a desire to let our people take their ideas and go for it. They may surprise you and come up with something better!
2) Assign your people individual tasks they can complete that has an effect on your department. Let them make the call and set up the operation on it. People that have something they can call their own will take pride in it, take better care of it, and to top it off, will feel better that they are not just another number. They will begin to look forward to coming to work, show up early, want to work more, and put more effort into what they do.. Product increase..Hmmm..
3) Do not be hasty with your people. Yes, I know, sometimes some of them can be annoying, or even come up with some crazy things, but allow them to express what they have in mind, without fear of retaliation or demeaning behavior. People who know they can come talk to you, will. Even if they have had some serious mistakes.
4) Mistakes: Who doesnt make mistakes? I do, all the time. I cant go a day without thinking I could have done something better. Sometimes even I pull a bone head mistake. We all do, remember that! When your employee makes a mistake, and especially of a non-life altering matter, dont bash them on it. Dont be negative. Immediately respond with how you are going to help them to get out of this mess. Show them that when they fall, you are there to pick them up. Once the issue is fixed.. Drop it. Do not come back later on and try to fix it. Explain that it is ideal to make mistakes as we all learn from them. Sometimes a mistake is made due to leadership not covering an issue, or a bad call. Either way, the supervisor is responsible for the mistake ultimately!
5) Micromanagement is for Control Freaks: Allow your people to wonder and float as they can. Show them that you are not there to "boss" them around, but there to help them when they need it or ask for it. A good leader isnt one that can tyrantly control his/her staff, but one that can help in the work load. Your people will begin to appreciate you alot more, and value you as a leader further. Later on when a task comes up to you needing completion, you would be amazed that they want to help you. In your abscense they will operate better as they dont want to disapoint you!
6) At the end of each of their shifts, remind them sincerely that you have really appreciated them coming into work, performing the way they did, and helping out. It never hurts to remin people daily that you value them and need them. They will feel much better about you and their job, and will work harder to gain more appreciation. Who likes going to work to hear someone grump around about poor employees? Or get an earfull every day?
7) Dont hide your employees away from others: So, you have regional managers that show up, or an important client. Maybe you have a meeting with a client about an issue.. Take him/her with you. Advise them that if they sit there quietly and add nothing you will beat them to death after wards. Expect them to speak up, add their input in the meeting. Not only will this make them feel more important about what they do, but that you value them as well as others, and they arent there as servants without words. You need to call your corporate office and make a notification or request. Allow them to do it. "OMG, I get to speak to the VP of the company about a problem? Wow, Ok, what should I say?".. Allow them to prepare themselves for this, and let them go on a mission. Their input is valuable and they will be less likely to start rumors and conflicts.
8) Dont hide topics or issues. Whether it is about another employee or an issue, be open and honest. Dont be negative, as this encourages rumors and backstabbing, but make them part of the solution. We all need buddies we can count on helping us out when we fall down. Make each memebr a "buddy". Wrong way: "that new hire cant get the idea that we dont need to do that. Its a violation and he will be written up for it".. Instead "Hey, Joe is having a problem, he needs our help. Do you have any ideas on how we can help him out? Help me out with Joe, and see if we can get him in the right direction. Then we can get back to better things!"
9) Show your staff that you make mistakes, and openly! Do not hide your screw ups. Advetise them if necessary, but also advertise that you are going to fix it. Ask for input on better ways. An employee that can come up to you and say " I dont agree with the way you handled this. I think its out of policy. Maybe you should have done it this way..." will be more likely to air their mistakes to you and others to learn from. Dont be deffensive or negative if you are approached on your conduct, even though they may be "below" you in position, it doesnt mean we are not human and dont make mistakes. You may gain alot of respect out of it.
These are some successful tips I have had great results from. Taking into fact that most of us can not afford to pay alot more for good quality people, we can keep people around alot longer by treating them with common courtesy and respect. I have several Officers who commute to work, make less than what the same job in the city they live in can offer.. Why do they stay? Well, sometimes money isnt enough and it only goes so far. We stay where we like it the most.
Rumors are started over 2 reasons.. Vindictive behavior and the Unknown. Most cases are the unknkown. When your staff is in the dark about something, they tend to want to talk and air out what they feel are issues, or probe for the issues at hand. By being forthwit and honest about things with everyone, it kills backstabbing and rumorville.
Finally.. Once you have given some of those "kewl" responsibilites to your employees to take as their own, it free's you up to move onto better things.. Like finding ways of getting free or excellent training to improve your department
More to come later!
Rarely do we hire a person after an interview question of
"Do you ever backstabb your fellow employees?"..
"Why yes sir I do"..
"Great, your hired!"
Employees will learn from their supervisors, as they aspire to be a supervisor. What we teach and ho wwe teach it will determine whether we make a good one or bad one.
One thing I have learned, is that yes, we are assigned to handle more as a supervisor. How we handle it will either succeed or fail, and sometimes letting go of responsibilities by allowing some one else to take it and run, will not only help you, but better your environment.
So, finally, for some tips:
1) Just because you as a supervisor, have the final and total say in how things are operated, doesnt mean you have to. If you give your people something they can claim as their own, and allow them to make a decision on something, even if we personally disagree, will show fairness, trust, and a desire to let our people take their ideas and go for it. They may surprise you and come up with something better!
2) Assign your people individual tasks they can complete that has an effect on your department. Let them make the call and set up the operation on it. People that have something they can call their own will take pride in it, take better care of it, and to top it off, will feel better that they are not just another number. They will begin to look forward to coming to work, show up early, want to work more, and put more effort into what they do.. Product increase..Hmmm..
3) Do not be hasty with your people. Yes, I know, sometimes some of them can be annoying, or even come up with some crazy things, but allow them to express what they have in mind, without fear of retaliation or demeaning behavior. People who know they can come talk to you, will. Even if they have had some serious mistakes.
4) Mistakes: Who doesnt make mistakes? I do, all the time. I cant go a day without thinking I could have done something better. Sometimes even I pull a bone head mistake. We all do, remember that! When your employee makes a mistake, and especially of a non-life altering matter, dont bash them on it. Dont be negative. Immediately respond with how you are going to help them to get out of this mess. Show them that when they fall, you are there to pick them up. Once the issue is fixed.. Drop it. Do not come back later on and try to fix it. Explain that it is ideal to make mistakes as we all learn from them. Sometimes a mistake is made due to leadership not covering an issue, or a bad call. Either way, the supervisor is responsible for the mistake ultimately!
5) Micromanagement is for Control Freaks: Allow your people to wonder and float as they can. Show them that you are not there to "boss" them around, but there to help them when they need it or ask for it. A good leader isnt one that can tyrantly control his/her staff, but one that can help in the work load. Your people will begin to appreciate you alot more, and value you as a leader further. Later on when a task comes up to you needing completion, you would be amazed that they want to help you. In your abscense they will operate better as they dont want to disapoint you!
6) At the end of each of their shifts, remind them sincerely that you have really appreciated them coming into work, performing the way they did, and helping out. It never hurts to remin people daily that you value them and need them. They will feel much better about you and their job, and will work harder to gain more appreciation. Who likes going to work to hear someone grump around about poor employees? Or get an earfull every day?
7) Dont hide your employees away from others: So, you have regional managers that show up, or an important client. Maybe you have a meeting with a client about an issue.. Take him/her with you. Advise them that if they sit there quietly and add nothing you will beat them to death after wards. Expect them to speak up, add their input in the meeting. Not only will this make them feel more important about what they do, but that you value them as well as others, and they arent there as servants without words. You need to call your corporate office and make a notification or request. Allow them to do it. "OMG, I get to speak to the VP of the company about a problem? Wow, Ok, what should I say?".. Allow them to prepare themselves for this, and let them go on a mission. Their input is valuable and they will be less likely to start rumors and conflicts.
8) Dont hide topics or issues. Whether it is about another employee or an issue, be open and honest. Dont be negative, as this encourages rumors and backstabbing, but make them part of the solution. We all need buddies we can count on helping us out when we fall down. Make each memebr a "buddy". Wrong way: "that new hire cant get the idea that we dont need to do that. Its a violation and he will be written up for it".. Instead "Hey, Joe is having a problem, he needs our help. Do you have any ideas on how we can help him out? Help me out with Joe, and see if we can get him in the right direction. Then we can get back to better things!"
9) Show your staff that you make mistakes, and openly! Do not hide your screw ups. Advetise them if necessary, but also advertise that you are going to fix it. Ask for input on better ways. An employee that can come up to you and say " I dont agree with the way you handled this. I think its out of policy. Maybe you should have done it this way..." will be more likely to air their mistakes to you and others to learn from. Dont be deffensive or negative if you are approached on your conduct, even though they may be "below" you in position, it doesnt mean we are not human and dont make mistakes. You may gain alot of respect out of it.
These are some successful tips I have had great results from. Taking into fact that most of us can not afford to pay alot more for good quality people, we can keep people around alot longer by treating them with common courtesy and respect. I have several Officers who commute to work, make less than what the same job in the city they live in can offer.. Why do they stay? Well, sometimes money isnt enough and it only goes so far. We stay where we like it the most.
Rumors are started over 2 reasons.. Vindictive behavior and the Unknown. Most cases are the unknkown. When your staff is in the dark about something, they tend to want to talk and air out what they feel are issues, or probe for the issues at hand. By being forthwit and honest about things with everyone, it kills backstabbing and rumorville.
Finally.. Once you have given some of those "kewl" responsibilites to your employees to take as their own, it free's you up to move onto better things.. Like finding ways of getting free or excellent training to improve your department
More to come later!
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