When we ask employees what do they want more of at their job, the most common answer is not “money.” The most common answer is “more time with my manager” and “more recognition of my value to the company.” In a world filled with email communications and busy managers, employees are longing for a relationship that recognizes their personal value. It is a simple concept that seems easy to implement but all too often it is not something that we teach frontline managers.
Sure there is the HR training and the insight into how to manage the paperwork and process of “being a manager” but there is little focus placed on helping people build relationships.
How many of us have stayed in a job that was hard or less than pleasant because we were working for a “good” manager. Ask yourself, what were the attributes of that manager? What did they do on a daily basis that made them a “good” manager? On the opposite end of the spectrum, how many of us have left a great company because our manager was just terrible?
I believe that the key attribute of a good manager is the ability to build strong relationships. Since most of our waking life is spent at the office, it seems to make sense that the relationships that we have there are of key importance. So, if you are a frontline manager or someone that manages frontline managers ask yourself these questions:
1. Do you know the personal value of those that work for you? What is there passion in life?
2. How often do you recognize each person in your group for their contribution to the team?
3. Have you ever thought about keeping a “journal” that outlines the hopes and passions of those that report to you?
In our next blog I will share how a waiter on a Disney Cruise taught me a valuable lesson in “tracking your customer” in a whole new way. The concept may just change the way you track your employees…….