WINTER 2014 | MARINE TECHNICIAN TODAY
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then allowed to succeed or fail based on their performance. Managing
employees is really a process where everything circles back to the
manager. Goals have been set, expectations have been understood, and
measures have been put in place. Now you need to provide feedback to
the employee on how they are doing, and the employee needs to provide
management on the process.
Feedback:
Effective employees require consistent “proper” feedback. This includes
both positive and negative feedback. Employees will disengage from
a work relationship if feedback is not provided. Employees need the
feedback to be timely, accurate, and effectively communicated. Negative
feedback will have a positive effect if delivered in the correct way. Don’t
give an employee a list of all they did wrong, work with them to correct
their deficiencies. Support their strengths, a technician who is great
at electrical system troubleshooting shouldn’t spend all day installing
propellers. Praise themwhen they do something right and talk it up. Then
watch everyone else try to live up to the standards set by the person
being praised. Performance indicators must be measurable, objective,
and reportable. Effective feedback, both positive and negative, fuels
employees to achieve success, but make sure you expect quality work. As
long as they did their best, let them know you support them. Remember
to treat everyone with dignity and respect. Everyone deserves this, no
matter what their job title.
Development:
Successful companies give their employees the tools they need
to succeed. Employee relationships are built by organizations that
provide the needed tools, training, and support. Employees become
frustrated when they don’t have what is needed to complete their jobs
in a successful manner, eventually they will find an employer that will.
Provide the proper tools for them to complete their jobs, provide training
so they can become more valued and efficient, and support them in their
overall work goals. Share your knowledge, don’t hold back. Not sharing
your knowledge is a sure way to get an employee to leave. If you treat
the employee right, they shouldn’t want to leave. Positive interpersonal
relations are created when managers provide every tool to succeed. Also,
learn from your employees. Let them share their knowledge. In many
cases they can bring an added asset to the business. Let them know you
appreciate their input and ask them how they would solve problems.
Accountability:
Effective relations place accountability for performance on the employee.
Good employees embrace accountability so give it to them. Successful
organizations not only place the accountability on their employees, but
also on their management. Think of this as feedback from the bottom up.
The number one reason employees stay with a company is that they feel
like they are part of a team. Reinforce your appreciation for the work they
do, and let them make decisions. If they have “buy-in” for the company’s
goals, they will treat their work as if they are one of the owners. Guide
your employees, show them how you want the job done and then let
them do it.
Working relationships:
Every individual at the workplace shares a certain relationship with
his fellow workers. It is important that employees share a healthy
relationship with each other. Make sure your employee interaction away
from management is constructive and professional. It is important
that management knows what goes on in the “shop.” Keep an eye
out for bullies and employees who try to take advantage of others. If
left unchecked, this can become a cancer that will destroy your entire
company. Management needs to show how it expects employees to treat
one another. Lead by example. This develops harmony and creates a
positive working environment. And don’t forget to tell an employee when
they did something right. We all mention when things are done wrong,
so don’t forget all the good stuff that happens. It’s what motivates us
all. Make the job place a fun place to work. Treat your employees so that
they want to come to work. If you provide the proper guidance, show
commitment to your workers, and let them know you care, they will want
to work for you. Here’s a good question you should ask yourself “would
you want to work for you?”
Remember, what goes around, comes around. Be sure you treat your
employees the way you want to be treated. We’ve all heard this since
childhood, and it’s true.
MANAGEMENT TIPS
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