Dear ,
I don’t know about you, but many business owners/ supervisors and managers are uncomfortable with dealing with employee misconduct. What business owners and managers often tell me, is that they fear it will destroy relations between them and the employee. Secondly, it is also not what they are good at.
Unfortunately, being a member of management usually includes managing employee performance (good and bad).
Here are a few tips that can assist managers:
- If you are involved in recruitment, do not rush this process – make sure you satisfy yourself that the candidate is a good fit, both for the job and for the organisational culture. In addition to interviews, use tests/ assessments/ presentations, to test practical experience and ability
- Make sure that everyone that joins your team is properly inducted (onboarding) – they should ask all relevant clarity questions at this time
- Each employee must have a job description (recently reviewed and updated)
- Employees need clarity of what is to be done, when, how, with whom and who will be available when they hit challenges with their work
- Employees like to work towards meaningful but stretching goals – don’t let employees go the whole 12 months with no goal to work towards. It kills their motivation and creative spirit
- Provide an open environment for regular reports on progress, feedback, support and creativity enabling sessions
- Manage performance objectively and be interested in what your direct reports are doing and celebrate their achievements
- Know who your top achievers are and treat them as such – not as favourites, but give them exciting projects and reward them accordingly
When all else fails, call us….
Till next time…. Just because, we love entrepreneurs!