If you want a successful business, then there’s one aspect of it you cannot ignore. Above all else, if you have employees, you need to take your relationship as their boss seriously. An unengaged boss can result in a team with terrible productivity, bad working relationships, and even some legal liability to deal with. A boss who strives to be better will end up with an organized, motivated, and happy workforce. When a business shows the right respect to its employees, it can expect a whole new level of investment back from them.
Any employer should want to create a harmonious, productive, and creative workforce. But it’s not exactly an essential part of being an employer. What is essential is taking care of your responsibilities as the boss. The real legal demands that could get you in a lot of trouble if you happen to let them slip. If you’re not entirely sure on how to fulfill your side of the deal, it might be a good idea to get in touch with advisors like Ellis Whittam. You should never remain ignorant of your health & safety responsibilities, nor should you wait to get compliant with HR issues like dealing with complaints and infractions
There are some employers who let their position of authority go to their head. They refuse to take responsibility simply because they aren’t in a position where anyone can make them. But passing the buck and taking the credit isn’t good for the team. In fact, it teaches them that it’s the only way to get by in the business. If you want to be able to hold employees accountable and see them handle is honestly, you have to show that same honesty. Take the blame when a project fails and share the credit.
As well as ensuring that you are doing your best to treat everyone fairly and humanely, you should work to ensure your team members offer one another the very same courtesy. Hostile employees aren’t just an annoyance. They have a very real effect on the workplace culture, as well as the engagement and productivity of the rest of the team. Even worse, they can be a potential source of harassment and bullying issues down the line. Protect your employees by making sure you hold hostile staff members accountable. It’s important to do that even if they’re your best workers. You have to separate their personal productivity from the emotional damage they’re doing.
Getting to know the individuals for their personality is important. You don’t have to keep professionalism and personal quite so separate. Understanding the demographics of your team can help you better understand what their needs and proficiencies are. Instead of taking a blanket one-size-fits-all-approach, you can get more flexible with their needs. For instance, you could be aware that members of a young family might do a lot better if they have the access to flexible work conditions like remote employment.
Of course, you’re there to work, as are they. We can’t go without talking about how you can make work a much more cohesive experience. Nor can we go without talking about how technology can help you to better organize people. Communication is vital in the office, but it’s important to know how and when to use it. For instance, if you need an actual discussion, it’s a better idea to take some face-to-face time. If you’re simply sharing resources or information, however, then the email approach might be smarter. But that’s only if people are using their email right. Make sure you teach the practice of keeping emails organized so that important correspondence doesn’t get lost somewhere in the pile that is and team member’s inbox.
If you want them to do better work, to grow, excel, and expand, then you have to help them on that path, too. Don’t just consider employees to be resources. Consider them as investments. Help them develop by finding training opportunities, by delegating responsibility, and just asking what they want from their career. Everyone has their own personal plans. Understanding that and asking about them is going to help you not only retain them but keep them motivated to give their jobs 110%.
Being a great boss doesn’t just mean being responsible and working to keep them happy. If you put the effort into creating a better workplace, you should expect employees to put the effort into being better members of that workplace. Be very clear about your expectations and help them to reach them. But don’t feel like you have to suffer unproductive workers lightly.
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