The Golden Rule of Management: Give Respect, Get Results book is a how to book to implement giving respect to an employee and getting results from doing so. Treating people with respect and dignity is a very valuable tool. Tricia Ryan shared this insight, “Practice Golden Rule Management. Treat each person the way you would like to be treated if the situation were reversed. When you practice Golden Rule Management—you manage other people the way you would like to be managed—you will elicit peak performance from your employees more than in any other way.” (Vocus PRW Holdings, LLC, 2014) Respect is key in any relationship business or personal. If we effectively handle employees in a human resource stand point a company can reduce turnover,
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This may come from the following: memory, notes on key aspects of a job-both good and bad, prior coaching evaluation forms, other reports (salary, probationary, progressive disciplinary, etc.), employee self-appraisal, notes of formal managers, and personnel records. 3) Pick the area for change that will most likely result in better work. Describe what you will do to help. 4) Set a time frame to meet again officially.” (Holoviak, Golden Rule Management: Give Respect, Get Results, 1993) Additionally, I believe the worker should be aware when there is a problem instead of addressing it during the performance appraisal. I learned as a manager that a proper manager does not surprise the worker during the appraisal to tell them what they are not doing. During the performance review a manager should follow the following steps with the employee, “1) Talk about his or her job and your vision of it. 2) Discuss performance results expected by both your boss and yourself. Compare these to what actually occurred. Allow for employee comments and viewpoints. 3) Talk about job standards and how they are used for success. 4) Determine if there any obstacles to the person’s success. If so, are there ways …show more content…
5) What is your part as the supervisor in helping to achieve their goals? 6) Offer appropriate personal experiences and job knowledge to keep the personal emotional bridge present.” (Holoviak, Golden Rule Management: Give Respect, Get Results, 1993) Additionally, a manager should give the employee their full attention during the review. A fourth main focus of the book is training and career path. Stephen Holoviak writes of training, “Training must be an ongoing concern of every organization. It is no secret, and it has been well documented in many journals
This may come from the following: memory, notes on key aspects of a job-both good and bad, prior coaching evaluation forms, other reports (salary, probationary, progressive disciplinary, etc.), employee self-appraisal, notes of formal managers, and personnel records. 3) Pick the area for change that will most likely result in better work. Describe what you will do to help. 4) Set a time frame to meet again officially.” (Holoviak, Golden Rule Management: Give Respect, Get Results, 1993) Additionally, I believe the worker should be aware when there is a problem instead of addressing it during the performance appraisal. I learned as a manager that a proper manager does not surprise the worker during the appraisal to tell them what they are not doing. During the performance review a manager should follow the following steps with the employee, “1) Talk about his or her job and your vision of it. 2) Discuss performance results expected by both your boss and yourself. Compare these to what actually occurred. Allow for employee comments and viewpoints. 3) Talk about job standards and how they are used for success. 4) Determine if there any obstacles to the person’s success. If so, are there ways …show more content…
5) What is your part as the supervisor in helping to achieve their goals? 6) Offer appropriate personal experiences and job knowledge to keep the personal emotional bridge present.” (Holoviak, Golden Rule Management: Give Respect, Get Results, 1993) Additionally, a manager should give the employee their full attention during the review. A fourth main focus of the book is training and career path. Stephen Holoviak writes of training, “Training must be an ongoing concern of every organization. It is no secret, and it has been well documented in many journals