If you talk with people in management, they will all tell you that they had various role models throughout their career. They will usually convey that some of those managers “taught” them by modeling positive behaviors that they desired to emulate. Others behaved in a way that taught some valuable lessons about how not to treat people. Unfortunately, too many people still in management today never distinguished between the two.
Work environments and management styles have changed dramatically over the past twenty years. Here are some outdated and ineffective styles or beliefs that you may need to “unlearn” or modify so that you can retain motivated and productive employees:
“My way or the highway.” Managers who express this sentiment toward others show a disregard for their employee’s intelligence and creativity. There are always multiple points of view and ways of doing things. This personality is not open to new ideas or more effective alternatives. Consequently, employees who do stay will likely lay low and comply, offering only minimally required effort.
“I don’t want to know about it.” An employee recalls a time when she needed her boss’s assistance with a challenge she was having in her job. After sharing her concern with him, he flipped a quarter at her, saying “Call someone who cares.” Stunned at his sarcasm, she left his office and elicited the help of a co-worker. Shortly thereafter she left the company.
“Never let ‘em see you sweat.” While there are always circumstances that require a steadfast demeanor, a manager who can show some vulnerability to associates will gain more of their respect and trust. It is important that a leader show their human side, which today is considered more of an asset than a liability. This is not a belief that was held in previous generations of management.
“Don’t make exceptions. Period.” Company policies are essential for consistent treatment and in some cases, for limiting legal risks. There are also many situations where it is more appropriate to use good judgment in making exceptions. It is more important that a manager clearly understand the intent of a policy and, as appropriate, adapt to specific situations. This flexibility will likely pay off with enhanced employee loyalty.
“Leave your personal problems at home.” While it is reasonable to expect employees to focus on work when they are at work, there are going to be times that life issues will detract from their focus and ability to concentrate. Today’s manager needs to be sensitive toward and available to acknowledge that people do sometimes bring their issues to work with them. The simple act of acknowledging or offering some empathy can be of significant value to help the employee get on with the day’s work.
“If you don’t like it, don’t let the door hit you on the way out.” This attitude indicates management’s commodity mentality about employees. In days gone by, where the employment market was employer-driven and jobs were less complex and demanding, managers could get away with it. Not so today. The challenge of finding and keeping skilled and motivated workers will necessitate managers collaborating with employees to find win-win solutions to satisfy both of their needs.
