One-on-One Management – #3
Many employees have little or no TRUST in their Managers due to a herd mentality on the part of the Manager to follow the latest “How To Idea” and the complete focus on themselves and their achievements rather than the individual they are managing. The lack of training and addressing subjects such as productivity or deviations from policy and goals a require dedicated effort that recognizes a different stroke for each folk that is applicable now and across a wide range of specific behaviors. As a Manager your Customer is found in the employees reporting to you – Their Success is Your Success – without having TRUST in each other, it is difficult to meet and exceed business and personal goals. Without TRUST it is difficult to have the employees have pride in the products they produce, pride in the Company, pride in the services they provide to the Customer and above all pride in themselves. As a Manager you are responsible for all the employees reporting to you and their success. Leadership and effectiveness begin by setting examples and delegating the right responsibilities to the right people and then managing them to meet and exceed set standards. You are the leader, mentor, the guide.
Employees come in 3-4 categories, and it is important to develop a plan that recognizes which category the employee fits:
- New Employee
- Less than one year on the job
- Employee who is meeting all requirements
- Veteran Employee.
Does your group of reports get anything from a weekly meeting that tries to address individual performance of meeting department or employee targets? Once a month/quarter you need a group meeting to inform employees of policies and general information that the employee needs. Otherwise, you manage ONE-ON-ONE because each of these employees requires different direction. Why aren’t you doing ONE-ON-ONE management? The answer rests with you wanting to make life easy for yourself – one meeting has everyone wasting their time – but you feel that you are communicating and collaborating. One-On-One management requires you to work individually on determining where the employee stands, what can they do to improve, and a host of other issues – that takes time and requires you to be on top of your game -10 specific ONE-ON-ONE meetings if you have 10 people reporting to you. However, this is the factor that insures that you care and MUTUAL TRUST is established. How sweet it is?
We will be discussing this subject in future Blogs and getting into the many components of this management strategy. The word “team” is a four letter word and has to be understood in order to be implemented properly.