JEFF
HADEN learned
much of what he knows about business and technology as he worked his way up in
the manufacturing industry. Everything else he picks up fromghostwriting books for
some of the smartest leaders he knows in business.
10
Things Extraordinary Bosses Give Employees
Good
bosses care about getting important things done. Exceptional bosses care about
their people. Good bosses have strong
organizational skills. Good bosses have solid decision-making skills. Good
bosses get important things done.
Exceptional bosses do all of the
above--and more. Sure, they care about their company and customers, their
vendors and suppliers. But most importantly, they care to an exceptional degree
about the people who work for them.
That's why extraordinary bosses
give every employee:
1.
Autonomy and independence.
Great organizations are built on
optimizing processes and procedures. Still, every task doesn't deserve a best
practice or a micro-managed approach. (I'm looking at you,
manufacturing.)
Engagement and satisfaction are
largely based on autonomy and independence. I care when it's "mine." I care when
I'm in charge and feel empowered to do what's right.
Plus, freedom breeds innovation:
Even heavily process-oriented positions have room for different approaches.
(Still looking at you, manufacturing.)
Whenever possible, give your
employees the autonomy and independence to work the way they work best. When you
do, they almost always find ways to do their jobs better than you imagined
possible.
2.
Clear expectations.
While every job should include some
degree of independence, every job does also need basic expectations for how
specific situations should be handled.
Criticize an employee for offering
a discount to an irate customer today even though yesterday that was standard
practice and you make that employee's job impossible. Few things are more
stressful than not knowing what is expected from one day to the
next.
When an exceptional boss changes a
standard or guideline, she communicates those changes first--and when that is
not possible, she takes the time to explain why she made the decision she made,
and what she expects in the future.
3.
Meaningful objectives.
Almost everyone is competitive;
often the best employees are extremely competitive--especially with themselves.
Meaningful targets can create a sense of purpose and add a little meaning to
even the most repetitive tasks.
Plus, goals are fun. Without a
meaningful goal to shoot for, work is just work.
No one likes
work.
4.
A true sense of purpose.
Everyone likes to feel a part of
something bigger. Everyone loves to feel that sense of teamwork and esprit de
corps that turns a group of individuals into a real team.
The best missions involve making a
real impact on the lives of the customers you serve. Let employees know what you
want to achieve for your business, for your customers, and even your community.
And if you can, let them create a few missions of their
own.
Feeling a true purpose starts with
knowing what to care about and, more importantly, why to
care.
5.
Opportunities to provide significant input.
Engaged employees have ideas; take
away opportunities for them to make suggestions, or instantly disregard their
ideas without consideration, and they immediately
disengage.
That's why exceptional bosses make
it incredibly easy for employees to offer suggestions. They ask leading
questions. They probe gently. They help employees feel comfortable proposing new
ways to get things done. When an idea isn't feasible, they always take the time
to explain why.
Great bosses know that employees
who make suggestions care about the company, so they ensure those employees know
their input is valued--and appreciated.
6.
A real sense of connection.
Every employee works for a paycheck
(otherwise they would do volunteer work), but every employee wants to work for
more than a paycheck: They want to work with and for people they respect and
admire--and with and for people who respect and admire
them.
That's why a kind word, a quick
discussion about family, an informal conversation to ask if an employee needs
any help--those moments are much more important than group meetings or formal
evaluations.
A true sense of connection is
personal. That's why exceptional bosses show they see and appreciate the person,
not just the worker.
7.
Reliable consistency.
Most people don't mind a boss who
is strict, demanding, and quick to offer (not always positive) feedback, as long
as he or she treats every employee fairly.
(Great bosses treat each
employee differently but they also treat every employee fairly.
There's a big difference.)
Exceptional bosses know the key to
showing employees they are consistent and fair is communication: The more
employees understand why a decision was made, the less likely they are to assume
unfair treatment or favoritism.
8.
Private criticism.
No employee is perfect. Every
employee needs constructive feedback. Every employee deserves constructive
feedback. Good bosses give that feedback.
Great bosses always do it in
private.
9.
Public praise.
Every employee--even a relatively
poor performer--does something well. Every employee deserves praise and
appreciation. It's easy to recognize some of your best employees because they're
consistently doing awesome things. (Maybe consistent recognition is a reason
they're your best employees? Something to think about.)
You might have to work hard to find
reasons to recognize an employee who simply meets standards, but that's okay: A
few words of recognition--especially public recognition--may be the nudge
an average performer needs to start becoming a great
performer.
10.
A chance for a meaningful future.
Every job should have the potential
to lead to greater things. Exceptional bosses take the time to develop employees
for the job they someday hope to land, even if that job is with another
company.
How can you know what an employee
hopes to do someday? Ask.
Employees will only care about your
business after you first show you care about them. One of the best ways is to
show that while you certainly have hopes for your company's future, you also
have hopes for your employees' futures.
