One of the main things we do here at American Workforce Group is not recruiting, interviewing or reference checking (though we do tons of that as well, don't get me wrong), one of our largest job roles is Management. While a worker is out on one of our jobs, we are their employer and their ultimate management contact. We do this for hundreds of workers in a large variety of positions and levels specificity. Though every work relationship is unique, these basic management tips are universal. Take it from a place that hires all ranges of professionals - these work!1. Same rules and treatment for all - no exceptions, literally. Do not get caught up in a web of compromises. If things are not working out and you are needing to "bend" for an employee, that means it's probably not a good employment fit. It could be their personal circumstances or maybe too much too soon. Don't look at it as a fail if you like and see potential with them, view it as a "not right for right now" and save both of you the grief of constant struggle. This will also reflect better on your other workers as animosity and disrespect can spread quick if rules don't apply to all.
2. Be honest and quick. If there is something that needs to be addressed, be open about it and deal with it then and there. This is actually a great bonding opportunity too. Your employee experiences your professionalism and will learn expectations faster. They will also feel more able to approach you as this generates a dialogue.
3. Praise the good. If they did something well, small or large, give a complement! I don't care if you embarrass them, that attention is good and if they are doing their job is should be recognized. Monetary rewards are nice and all, but I have found that just saying it with a huge smile on my face is the best received.
4. Coach the bad. Every worker will make mistakes, your best employees might even make the biggest ones. Make sure that you create a relationship where they don't feel like their job is in constant jeopardy when an issue comes up. We learn most from failure and also bond the most from forgiveness.
5. Be objective. If you have performance concerns, keep to the facts. People respond best to literal examples so that they can better understand where an issue may be. You want the reputation of a fair and objective employer - this is hands down the description most people say for their preferred management style. Create clear guidelines and not get bent out on the things that are out of your control.
6. Strike One - learning opportunity. Like said above, if there is a major issue make sure to address it objectively and view it as a growth opportunity. This is for MAJOR infractions. For most good workers this can happen, but if handled well and clear once, the issue never arises again.
7. Strike Two - shame on you. If a major offense (behavior, chronic attendance issue, equipment misuse, etc.) happens again pull the employee aside calmly and not in front of other workers to re-address. Take it from the stance of, "I want to make sure that we are on the same page. I want this to work out." Ask them if they have any questions and let them know that you are taking this time so that there is not an issue in the future. End by being very honest, not threatening. Be clear that the improvements need to be made or you may have to look into finding a replacement, and that you don't want to have to do that.
8. Strike Three - shame on me. At the third offense it's time for you to make a decision. Most likely it's time to move on and end the worker's employment. It is not personal, it's the professional standards that have not been met and if you've followed the steps above, it's been more than clear. You'd be surprised how unsurprising people are if you've followed these steps. The goal is to end things amicably and with respect.
9. Make Time for Fun. The happier your workers, the better they work - it's proven! Making time for fun is not a cost-loss and doesn't need to slow things down. It might be turning on some music, chatting about each other's weekend, or doing a team task or competition. Changing things up helps stop complacence and amps the energy. The more enthusiastic the crew, the more dedicated and eager they are in their work! Have fun!
10. Don't Burn Bridges. None of us can predict the future and never say never. Some of the best workers learned their lesson's the hard way, or returned to a previous employer who treated them with respect and an open door. Good attracts good. Always be open for change and a new chapter.
From your friends at American Workforce Group
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