As a company owner or top executive, managing employees positively and efficiently can be a real challenge. Although you might be at the top of the proverbial ladder, you also are a human being, susceptible to frustration, insecurities, and bad moods. However, there is no reason ever to let these human weaknesses undermine your ability to manage your employees.
Managing Employees Effectively
Being a company owner or top executive, managing employees effectively means providing them with the tools and support they need to accomplish their jobs done. By avoiding the five things not to say to your employees below, you can help optimize your management capabilities. After all, your employees don’t know what you’re thinking. They only experience what you express to them, so your expression needs to be precise.
For example, when managing employees, are you saying what you mean? You have to make sure that your comments do not hurt your company by damaging employee morale or undermining confidence in you and your company. In today’s competitive economic climate, can you afford to hurt your business for the wrong reasons?
As a professional employer organization (PEO), Total HR Management understands the importance of effective management techniques. We also know that such techniques always begin and end with communication. As a result, to improve your communication skills when managing employees, below are five phrases that company owners should avoid at all costs when managing employees.
5 Things Great Bosses Never Say
1) “You don’t need to understand the reasons behind our decision. You just need to trust that we know what we’re doing.”
Such an approach makes employees feel small and undervalued. Trust comes with confidence and making an employee feel part of both the microcosm and the macrocosm of the company. Explaining decisions is not that difficult and fosters investment in a company’s overall mission.
2) “We’ve tried that approach before. Why are you wasting our time?”
Nobody can reinvent the wheel and the majority of ideas that employees share most likely have been thought of before or even tried before. However, when you tell an employee, “We already knew that” or “We already tried that,” you shut them down and make them gun shy. They will not be willing to take another stab at a problem because they will fear being shut down again. Take a different approach and be supportive. A more practical approach is saying, “It’s interesting that you brought that up because we considered that approach before. It didn’t necessarily prove to be effective, but you are on the right line of thinking.”
3) “I’m not happy with your behavior. You are letting the team down.”
Do not treat your employees like children. Infantilizing them is a big mistake because it drains their confidence and fosters lingering resentment. Instead, think about how you would like to be spoken to and take this empathetic approach. Everyone desires specific and constructive feedback. If you are not happy with their behavior, explain why and give particular examples. Then show an employee what a positive alternative would look like and encourage them to go in that direction.
4) “You’re lucky to have a job.”
Let’s take the hypothetical situation where you face an employee as a manager who is displaying a negative attitude about taking on additional work. Such a demeaning reaction only entrenches the employee’s negativity. Also, you provide them with the motivation to prove you wrong and find another job. Instead of playing a game of one upmanship with the employee, ask questions about what is going on and why they are resistant to the added workload. Moreover, explain to them that, as a manager, you understand their capabilities and you would not give them more than they can handle. Hopefully, you can find a proactive and positive way to resolve the situation at hand.
5) “John Doe and I have worked hard on this presentation for you.”
It tends to be a mistake as a manager to take credit for an employee’s work in a meeting or public setting. By claiming you are responsible for work done by your team, you are undermining their efforts. It is never a good move to demoralize an employee to boost yourself as a manager. Instead, praise the employees work. The excellence of their work will shine back on you as the manager of the team. A good manager knows the importance of sharing the spotlight.
Total HR Management Can Help
Total HR Management wants to help you succeed as an executive managing your employees and helping your company to succeed. Our talented HR managers can help offer solutions that work for your company. If you have questions about what to do at your company, please call Total HR Management at (800) 975-5128 today to set-up an HR audit.
No Legal Advice Intended: This blog includes information about legal issues and legal questions. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.