Part 1 Don’t Criticize, Condemn or Complain
Don’t criticize someone directly. Instead, discuss the good things the employee does and then lead in with the way things should be done differently in the future. This will allow the employee to feel that they are doing a good job, but there are some changes that need to be made to become better to continue to grow within the company.
Don’t condemn an employee that may have done a task differently then asked. Instead of becoming angry, approach the person with a level mind and see why the person did the task the way they did. Punishing someone without knowing all the facts why the person took a different route is a horrible practice to treat employees.
Don’t complain about a problem that has happened …show more content…
If the complainant is not really genuine it would come across as being insecure or sarcastic. Having an employee complete a task and be thanked, the feeling of accomplishment will help the employee feel great and needed.
When a manager interacts with an employee a healthy or negative relationship starts to development. Most managers are not aware of this until an issue occurs and they are wondering why the employee didn’t talk to them about the issue. It’s critical to make sure that you are satisfied the employees work needed in return they will become comfortable when speaking to you or when you need to speak to them.
Part 2 Become genuinely interested in other people
A manager shouldn’t seem genuine only when they want something, but at all times. The people that you work with make a business successful. If the manager is contently treating employees as if they don’t matter until he/ she needs something, the company will never be in the best place that it can be.
Remembering a Person’s …show more content…
The person will feel that they are an important factor of the company. It’s very important to practice remembering everyone you meet names.
Page 4 - Summary and applications of Parts 3 & 4
Part 3
Show Respect For The Other Person's Opinion. Never Say, "You're Wrong."
It’s never OK to say that a person’s opinion is wrong. A manager should always be open to hear the employee’s opinion. If management doesn’t agree with the employees reasoning, explain the why and certain rules work. Having an employee feel comfortable sharing their view allows for changes made in the future.
If You Are Wrong Admit It Quickly and Emphatically An apology works in almost any situation, mistakes are going to happen it’s best to explain the circumstance and apologize. This show employees’ to see that a Manager can make a mistake, opening the door for the employee to feel comfortable telling you about an issue. When an employee is open to discuss an issue, usually saves the company money. Most employees want to try to resolve the issue on their own before getting manager involved. As a result, most of the time they dig themselves in a bigger hole.
Part
Don’t criticize someone directly. Instead, discuss the good things the employee does and then lead in with the way things should be done differently in the future. This will allow the employee to feel that they are doing a good job, but there are some changes that need to be made to become better to continue to grow within the company.
Don’t condemn an employee that may have done a task differently then asked. Instead of becoming angry, approach the person with a level mind and see why the person did the task the way they did. Punishing someone without knowing all the facts why the person took a different route is a horrible practice to treat employees.
Don’t complain about a problem that has happened …show more content…
If the complainant is not really genuine it would come across as being insecure or sarcastic. Having an employee complete a task and be thanked, the feeling of accomplishment will help the employee feel great and needed.
When a manager interacts with an employee a healthy or negative relationship starts to development. Most managers are not aware of this until an issue occurs and they are wondering why the employee didn’t talk to them about the issue. It’s critical to make sure that you are satisfied the employees work needed in return they will become comfortable when speaking to you or when you need to speak to them.
Part 2 Become genuinely interested in other people
A manager shouldn’t seem genuine only when they want something, but at all times. The people that you work with make a business successful. If the manager is contently treating employees as if they don’t matter until he/ she needs something, the company will never be in the best place that it can be.
Remembering a Person’s …show more content…
The person will feel that they are an important factor of the company. It’s very important to practice remembering everyone you meet names.
Page 4 - Summary and applications of Parts 3 & 4
Part 3
Show Respect For The Other Person's Opinion. Never Say, "You're Wrong."
It’s never OK to say that a person’s opinion is wrong. A manager should always be open to hear the employee’s opinion. If management doesn’t agree with the employees reasoning, explain the why and certain rules work. Having an employee feel comfortable sharing their view allows for changes made in the future.
If You Are Wrong Admit It Quickly and Emphatically An apology works in almost any situation, mistakes are going to happen it’s best to explain the circumstance and apologize. This show employees’ to see that a Manager can make a mistake, opening the door for the employee to feel comfortable telling you about an issue. When an employee is open to discuss an issue, usually saves the company money. Most employees want to try to resolve the issue on their own before getting manager involved. As a result, most of the time they dig themselves in a bigger hole.
Part