Question: What are some of the key things that employers can to do foster good relationships with their employees?
Answer: I’ve been focusing lately on three less obvious approaches to help employers foster better relationships with their employees. First, they should be seen as real people with unique strengths, weaknesses and flaws who care deeply about the mission of the organization and the well-being of the employees. As the saying goes, they don’t care how much you know until they know how much you care. Second, employers need to remove hurdles in the workplace that are making it difficult for employees to do their best work. Employees need to know employers are there to help them succeed. The last thing employers must do is to be consistent in the way they deal people, their mood and personality, and their reaction to problems. In our ever-changing workplace, the importance of this type of consistency is often overlooked and its impact on the bottom line is unappreciated.
Q: How important is it for managers to be consistent in their interaction with people they supervise?
A: Inconsistent managers wreak havoc in the workplace. Nothing creates volatility and anxiety in the workplace better than an inconsistent manager. Every employee’s first priority will be to determine which boss will be at work today. Sophisticated systems will be developed to decipher and communicate the mood of the manager. Is it the one who is all smiles and jokes or the one who cusses and yells? Unfortunately, time and energy that should be aimed at getting the job done is instead used to find out if Dr. Jekyll or Mr. Hyde came to work today. Does your company want greater productivity, lower turnover, better morale, and a more robust bottom line? Make sure your managers act and react consistently.
Q: Does it help to let employees know upfront what is expected of them?
A: Absolutely. Knowing what’s expected of them helps employees take the guesswork out of their job and creates their pathway to success. I see too many companies teach new employees "what to do" and "how to do it" but not "why we do it this way." Do you want to perpetuate your company’s culture and empower your employees? Then teach your employees early on the "why" behind everything they do. This will give them the parameters in which they can operate and you will see great results.
Q: Is being consistent the same as being nice?
A: Not at all. It doesn’t matter if the manager’s style is to be everyone’s friend, or a drill sergeant, or an inspiring coach. If managers are consistent in how they deal with people and problems, their employees will know what to expect and won’t always be on edge. Consistency is much more important than management style. Employees adapt to a manager’s style when it’s consistent. If there is no consistency, volatility will consume the workplace.
Q: Is it necessarily bad to be viewed as a "tough" manager?
A: No, as long as the "tough" manager is consistent. It’s amazing what employees will put up with as long as the manager is tough on everyone and without double standards. A tough manager who is consistent will be viewed by employees as demanding, holding high standards and fair. A tough manager who is inconsistent will be viewed as a demeaning bully who plays favorites. Even a consistent "tough" manager can promote comfort and reassurance among the employees.
Q: What are some tips for those wanting to improve their consistency as a leader?
A: Here are four quick tips that can help any leader improve their consistency:
» Tell your employees how you manage people and problems. What is your style? What are your guiding principles and values in the workplace? This will force you to define yourself and to be accountable for keeping your word. Want to go a step further? Put it in writing and give it to all of your employees. Your employees will help keep you in check.
» Tell employees what you expect from them. Give them the answers of how to best deal with you. Take away the guesswork. Go beyond the "what" and "how" you want things done and delve into the "why." Again, if you want to go a step further, put your expectations in writing and give them to your employees.
» Keep a decision log to track the decisions and actions you take in certain situations. Knowing what you did in the past will help guide your actions when similar situations occur and eliminate any double standards. With a decision log, your consistency can be measured.
» Find a peer, adviser, or mentor to be your sounding board and give you honest feedback on your leadership ability. A valued colleague can help keep you on the path of consistency.
Interviewed by Alan Yonan Jr. "Akamai Money" seeks out local experts to answer questions about business in Hawaii. If you have an issue you would like us to tackle, please email it to business@staradvertiser.com and put "Akamai Money" in the subject line.
