TheLoveBandit
Retired Never Was, Coulda been wannabe
Hoptis hit a point I'd raise - don't expect more from your people than you yourself give (on time, stay late, etc....lead by example, and don't make such 'extras' an expectation but an appreciated exception).
Which leads to a second point I'd offer. Compliments are relatively inexpensive, readily available, and can provide a great deal of mileage provided they are true and sincere. Some people always clamor for more money, but survey after survey indicates job satisfaction, the feeling that their work counts, that they are valued...these things make for happier and more productive workers. For awhile at one job, I made it a goal to give 3 compliments a day to people - sincere and earned, but give them nonetheless. It helped me sharpen my eye for contributions, and to appreciate them, but more importantly it strengthened my relationships with others (whether they worked for me or not).
I suppose along those lines (and playing on the same field with 'I dont know' answers) would be to not assume you know everything, that you are the end-all-be-all say on things, and equally don't jump to assumptions about the employee (what they know, why they do or don't do certain things). Always approach them with an open mind and allow them to express their take on it first to show it isn't a them VS you situation, it's an 'us' situation where communication and mutual understanding is the foundation from which the best direction can be discerened. Besides, even if they are full of shit, at least hearing them out and not jumping on them from the get-go will keep them off the defensive and hopefully keep them open to hearing your view of things, perhaps more open to changing whatever they are doing wrong.
The last I'll throw in at this point would be honesty. If there's a problem, address it early without beating around the bush, and via the most sensible avenues. By sensible avenue, I mean recognizing if something can be addressed in private between you and the employee, give them the courtesy of speaking directly to them, privately, to get their side and communicate how it appears to you and others in the work area (this scopes to tardiness, work ethic, etc). The other situation is taken to your superior or HR if necessary (a theft or drug problem), since confronting the individual beforehand may open you or the company to lawsuits, recognize when certain problems are best addressed by your bosses first![:\](https://bluelight.org/xf/BL_Images/Orig_Emoji/wrygrin.gif "wry grin :\")
Which leads to a second point I'd offer. Compliments are relatively inexpensive, readily available, and can provide a great deal of mileage provided they are true and sincere. Some people always clamor for more money, but survey after survey indicates job satisfaction, the feeling that their work counts, that they are valued...these things make for happier and more productive workers. For awhile at one job, I made it a goal to give 3 compliments a day to people - sincere and earned, but give them nonetheless. It helped me sharpen my eye for contributions, and to appreciate them, but more importantly it strengthened my relationships with others (whether they worked for me or not).
I suppose along those lines (and playing on the same field with 'I dont know' answers) would be to not assume you know everything, that you are the end-all-be-all say on things, and equally don't jump to assumptions about the employee (what they know, why they do or don't do certain things). Always approach them with an open mind and allow them to express their take on it first to show it isn't a them VS you situation, it's an 'us' situation where communication and mutual understanding is the foundation from which the best direction can be discerened. Besides, even if they are full of shit, at least hearing them out and not jumping on them from the get-go will keep them off the defensive and hopefully keep them open to hearing your view of things, perhaps more open to changing whatever they are doing wrong.
The last I'll throw in at this point would be honesty. If there's a problem, address it early without beating around the bush, and via the most sensible avenues. By sensible avenue, I mean recognizing if something can be addressed in private between you and the employee, give them the courtesy of speaking directly to them, privately, to get their side and communicate how it appears to you and others in the work area (this scopes to tardiness, work ethic, etc). The other situation is taken to your superior or HR if necessary (a theft or drug problem), since confronting the individual beforehand may open you or the company to lawsuits, recognize when certain problems are best addressed by your bosses first
