Totally unused in the workplace.
"Why should I thank my team for doing what they are getting paid to do?”
This question drives me crazy.
Why do you cheer for the quarterback of your favorite football team or your favorite band? They are getting paid A LOT of money to do their job, AND you are paying to watch them do their job. But we still do it.
Because we want to show our support, we want them to do a good job. It works the same way for your team.
Studies have shown time and time again that employees are motivated by more than money. When someone leaves a job more often than not their reason is that they didn’t feel appreciated.
Your team needs to know that their contribution matters. Taking the time to acknowledge your team lets them know you see the value they bring to the team. And selfishly, it makes you feel good. You know, the whole gratitude thing.
Here are seven simple, low-cost...
"John did ‘it,’ again. He said he wouldn’t, but sure enough, he did. Great, now I have to tell him to stop – again. Ugh, if he continues, I am going to have to let him go."
It's time to have “a talk” with him.
I’ll be the first to admit it; I hate these types of conversations! “But Jen you are good at them.” Yep, I am.
I hate them.
Why? Because no matter what, there is emotion involved. It may be my emotion – anger because someone did something I didn’t want them to do. It may be their emotion – fear because their boss is correcting their behavior. It’s not pretty. Unicorns and rainbows are nowhere to be found.
So why am I good at these conversations? Because I remind myself, I am dealing with a person first and an employee second. I approach these conversations from a place of service. I know that might sound a bit “kumbaya,” but it is...
How many of you cringed when you read that title?
Yeah, it’s not necessarily the fun part of the job, but it is so important. I would argue that it is the most critical part of your job.
The reason we cringe is that we create these horrible stories in our heads. We envision tears, yelling, name calling, tables being flipped – the worst-case scenario.
This is holding you back from being an excellent leader.
Setting expectations for your team and then not holding your team accountable to these expectations kills morale. If you say you are going to do something and then you don’t, you lose credibility.
Trust is gone.
If you have taken the time to set reasonable expectations, got buy-in, and asked for feedback, the next logical step is to make sure your team is meeting your expectations. They expect it. You told them you would.
If your team is doing what you expected, great! Tell them! **morale booster alert**
As managers, there are times when we are our own worst enemy. We have employees that are always late, miss deadlines, disrespect their teammates or show up looking like they have just rolled out of bed. We get frustrated and think “Seriously? What are they doing? How do they not know that?”
Um…maybe it’s because we never told them.
Your team needs defined parameters of what you expect from the day in and day out. And just to be clear, handing an employee their job description doesn’t count. Your team needs more than a document created by HR.
Trust me. This will make your job as a manager So. Much. Easier.
Clarity– Gets everyone on the same page.
Baseline for performance reviews – Lets your employees know what good looks like.
Boundaries– Empowers your employees to do their job without hesitation.
Reference Point for feedback – Gives you a way to hold employees...
Congratulations! You’ve finally got that promotion.
Welcome to the business of people. Your job now is to figure out how to get results without doing everything yourself. Not an easy task especially if you have spent your entire career up to this point producing outstanding results from your hard work.
Most managers are promoted because they rock their jobs. Go you!
Most managers I know – including me - never had any formal training in how to manage people. It’s insane! Sure, there is training on the policies and procedures your team must follow, and you must know what it is your team does, but your real success in management is building a team that produces outstanding results and hopefully enjoys coming to work every day.
I was recently talking to a successful manager about his career path. He shared with me his biggest surprise about management was how little “work” he would be doing and how much time he...
→Inspiring your team to do their best work
→Giving up the need to micro-manage
→Having tough conversations without all the mental drama
→Having a life outside of work
→Enjoying your business again
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