Magazine article Security Management

Company Should Not Love Misery

Magazine article Security Management

Company Should Not Love Misery

Article excerpt

To find the perfect employee, managers must do more than hire the right person--they must know how to bring out that individual's best qualities. Part of a conducive work atmosphere for any employee is the style and temperament of his or her supervisor. By controlling this aspect of the environment, a manager can be the determining factor in the amount and quality of work produced.

Everyone is capable of giving 100 percent of their energy and talent to any task; however, the extent to which this will be done varies from person to person. The manager's challenge is to inspire all employees.

To achieve this, the department head must recognize that human beings are not machines. Some supervisors forget this fact and cause employees to give up or burn out. Simply recognizing that people react to their emotions can make a difference in the employee--employer relationship.

If a manager treats an employee poorly, that person will probably do the minimum amount of work necessary to keep his or her job, which may force the manager to hire two people to do the job of one. On the other hand, if the manager creates a healthy office atmosphere in which to work, productivity will be enhanced.

A good working relationship starts the day an individual joins the organization. This is the perfect time for the manager and employee to discuss expectations. A way to accomplish this is by using a new-hire checklist. It should contain two columns--one column listing what the manager expects from the employee and the other describing what the employee can expect from the manager. Most employees will include such expectations as honesty, trust, respect for their position, timely performance evaluations, and a pleasant working environment. It is important for this form to contain more entries in the employee's column than in the supervisor's column. The manager should then sign the checklist and ask the employee to sign also.

At the performance evaluation, the manager can review the list with the employee, and both parties should discuss if they have fulfilled their obligations. The form allows both parties to air grievances but not lose sight of the core relationship between manager and employee.

A manager can verbally commend an employee, but the commendation is only words, if that manager is not willing to take the time to write a meaningful evaluation. …

Search by... Author
Show... All Results Primary Sources Peer-reviewed

Oops!

An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.