Things You Often Forget To Teach Your Employees!
21 Dec. 2010 General
As Managers, when it comes to teaching, our instinct often leads us to subjects like, analytical skills, communication skills, business relations, technical skills and so on.
While it may be alright to focus on those, we still need to teach our people some things we never imagined we should.
Lets take a look at few such teaching lessons
- Being a ‘Citizen’ of the office
- The meaning of ‘Quality’
- Yin & Yang! Right Vs Wrong
- The mantra to being ‘productive’
- Taking failure into stride!
There are a set of undesirable office behaviors that you want to avoid in your employees. Things like walking in late on most days, constantly being hooked to the mobile phone while at work, indulging in ‘could be definitely avoided’ practices
We assume that employees are aware of these actions to be wrong because our HR policy clearly states these. But maybe they aren’t aware! Maybe these things need to be instilled in their conscience by a leader.
This is something that is not taught in the years before you join the corporate world today. If you are lucky, employees imbibe these good practices through their upbringing or are conscious enough to behave in a disciplined manner. Either you establish behavioral team norms or they will on their own!
All of us know the dictionary meaning of ‘quality’ however what we may not know is, how to connect it to our workplace and translate it into our work!
Quality is a matter of personal interpretation and each one’s understanding of it depends again on upbringing, experiences and what we have been taught earlier. Hence what you might think of average quality might be brilliant to an employee.
Therefore, it becomes necessary to set common understanding levels of the term ‘quality’ with your team
Individuals differ in their views of what is right and what is wrong. They often leave to the outcome of their actions to decide what is right and what is wrong.
On the other hand, the ones who are mature and ethical, think of the consequences of their actions before they act or take decisions and take complete responsibility of them. This leads us to agree that, as leaders, we need to empower our teams to understand the consequences of their actions and behavior, leading them to a greater level of maturity
There are several theories and practices studied and followed by organizations, to have their workforce become productive. Motivational theories, the SWOT analysis etc. are few to mention.
While we must do this, we must also take a closer look of the ‘how’ we do it. Most often, in the battle towards striving for excellence, we concentrate on improving our weakness. In the process of doing so, we tend to sideline the strengths that we or our people possess.
No wonder one of the major philosophies that drives many leaders and organizations is that the best way to progress is to eradicate weaknesses.
If we focus too much on what people do not do well, we will miss the opportunity to leverage on what they do best!
Failure is often associated with a personal deficiency and hence also comes along with great fear. After a series of fall-outs and non-successful phases, employees tend to get into the ‘non creative’, ‘non risk taking’, ‘non initiative’ zone! Because they fear failure again.
Hence it is good for a leader to teach their teams, that the people who have failed and tried again, are the ones who, in the long run succeed. This is because they know what to do, what not to do and why not to. They regard failure as an experience to bounce back to create in a newer way.
Also important in such moments of teaching is to ‘celebrate’ the efforts of employees irrespective of the outcome experienced.
The next time you meet your team members, you might want to take these into session!
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