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Wednesday, December 14, 2016

Five Major Management Mistakes After You Hire

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1 – Assuming new Employees high motivation will stay that way.


Hopefully they start with high motivation, but your actions must strengthen it with solid plans to get them on board, show them their role and expectations, and support their success. Employers who support and reinforce Employee success receive better efforts in return.

Think of your own best/worst new job orientations! Overwhelming, ignoring, or tossing newcomers into the fray saps their confidence and motivation – Don’t do it!

2 – Assuming new Employees will “just figure it out”.


This is unlikely, or it takes time. Even experienced newcomers need to learn how you want things done. Walk through expectations in detail, reinforce them well, then back off in time, when you are satisfied they are on track.

Managers with well-founded confidence in their Employees are less stressed and get more done.

3 – Not Managing Your Working Relationship.


Employees & Managers need to trust that each is supporting the others’ success. To build a solid working relationship, Managers should initially meet often with newcomers to show the way, stress priorities and encourage questions to help them learn. Once a strong link is established, both are more productive and meetings less frequent.

As we know, poor Manager-Employee relationships cause high stress, turnover and poor performance.

4 – Not being clear.


To prevent confusion, conflict and many other time wasting issues, all Employees need to know relevant policies, practices and norms. Employers can clarify Employee rights and obligations through orientations, briefings and posting of key policies (e.g. code of conduct, harassment, safety, etc) and reinforce norms Employees are expected to meet.

When Employees know the rules and expectations, the vast majority work within them, and operations are smoother.

5 – Overreacting to errors or problems!


Stuff happens! Most Employees want to do a good job. Employees need confidence to make an effort and if errors happen, that a thoughtful approach to resolving and preventing issues will be followed. You can prevent errors and build Employee confidence by training & coaching well, even if mistakes happen.

Employees should not fear you, but see you as a problem solver.

For the few Employees who do not contribute, more firm steps are needed. Carefully consider if the problem was, they couldn’t do the job, vs, wouldn’t do the job! Find out the reason, then act.


Posted by Dan Furlan at 2:05 PM 0 Comments

Monday, December 12, 2016

Confidence…It helps!

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It doesn’t come as a surprise to any of us, that the more confident we are, the more likely we will succeed. Discounting those who are overconfident (they too can succeed).

Most common sense is eventually supported by theory where studies show what works in the real world. For example,

Employee Engagement


Beyond traditional motivation, Employee Engagement notes the importance of Employee confidence in that they have the knowledge, skills, tools and support to do a fine job.

Reported results include:

  • higher productivity (e.g. 21% Gallup, 25% Conference Board of Canada),
  • higher profitability (22% Gallup, Business Journal, June 20, 2013)
  • revenue growth (2.5 times higher Hay Group, Aug. 13, 2009 news release)
It’s no surprise when research supports common sense.

Organizational Behaviour


Studies also show that Employees respond to their Managers behaviour towards them. Where low confidence is expressed, either overtly or subtly, Employees perceive it and performance can drop. (Employees are very attuned to messages Managers send out,
knowingly or not)

Fortunately, where the Managers’ behaviour changes to express confidence, previously lower performance has been shown to improve.

The key points are that, Managers matter, and confidence matters.

Intuitively, we all know this, but amidst the weekly rat race, we need to remind ourselves to act on it and plan how to enhance Employee confidence over time.

So, you can choose to:

  • Thank them for a job well done
  • Point out how their work helped, or solved a problem
  • Encourage more autonomy or control
  • Delegate more (but only where it’s welcome)
  • Offer additional development or training
  • All of the above, or,
  • Additional ideas you can think of.
Posted by Dan Furlan at 2:45 PM 0 Comments

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