Manager's don’t give
credit-- It’s easy to underrate the power of appreciation, with top
performers who are self-motivated. Rewarding shows that you’re paying
attention. Managers need to share ideas with their subordinate to find out what
makes them feel rewarding and then to reward them for a job done. Give credit
to new exchange of knowledge and give it a try to see if really works. If that
works, recognize the employee openly, so that his enthusiasm in you and your
company goes forward rather than decline in monotonous work.
Making a lot
of unnecessary rules—in a firm people joins to use his potential
under an umbrella, but the HR policies in many firms try to put make irrelevant
rules which does not have any role in employee upliftment, example—break policy,
dress code, restricted internet uses, micro-management, sometimes small
restrictions irritate a lot which leads to attrition of employees. Performer are
assets, if a company loses one, it takes 6 months’ time to teach only his skill and even then you cannot teach “intelligence”
Restrict
Employee from Performing Their Instinct—companies like google, Facebook, LinkedIn
give it a go to the passion of their employee, to let them show there best at
point of period and point of perfection as well. That’s why they retain their
employee as well they are dream companies for people now a day. Medium sized
companies just need somebody to do their work and go. No fun at work means stressful
9 hours and if a company’s management thinks that it can be more productive
hours than they are wrong about this restriction, let employees show their
talent on which they are best.
Don’t be a boss,
people follow leaders, rather than obeying bosses—most of the
employee leaves company due to managers bossing around, employee respect and
follow leaders rather than obeying the boss due to emphasis over the neck. The term
bottleneck came in existence due to
different reason but managers uses this term to force employees to extend
hours. If you say so, an employee if doesn’t
do his work in 9 hours when he is being paid for, how could he be productive in
extended hours?? Its mean and cheap tricks of less efficient managers who cannot
have leadership skill to have the job done in productive hours. Anyway people follows
orders. The hierarchy is mean and irrelevant at this time of year 2017, when
bank verify details and give you an account paperless in 5 minutes.
companies endure bad gig or performance—being an employee of a company for 5+ year doesn’t mean you will never be
asked for any PIP OR veiling the bad performers due to the attitude of manager
(buttering and boot sucking). this culture spoils the performers as well, let
them compete in PIP than decide who is performer and who is worst. When
you license fragile linkage to exist without repercussion, they pull everyone else down.
In nutshell
It’s only the managers who can build a leadership pavement to conquer
in the market. Mangers should do the initiative rather than thinking always
that “I need somebody who thinks out of
the box”, however you yourself thinking all your life inside the box. “
“Ask what
you can earn rather than forcing vicious thoughts”
Comments