How Do You Approach Your Staff? Do You Lead and Develop Your People, Or Just Control Them?
A lot is changing in the cultural landscape of businesses, and in the intangible interactions that occur daily in the workplace.
One important shift is how those with authority in leadership positions are choosing to relate and win cooperation from their managers and front line staff.
The old ways of “Command and Control” – a fear based way of getting people to do the job the way you want them to do it, has certainly been effective in many instances, and also comes at a great cost.
The cost is often a personal decline in the health and wellbeing of workers, who are treated with the same level of compassion as one would have in moving a table or chair out of the way to clear a path. When people are treated so callously it creates a downward spiral effect, of people walking on eggshells afraid of making the slightest error. In the command and control environment one person- usually a team lead, manager or owner calls the shots in terms of what to do, when and how to do it. Many people working in this environment will also have one leg in and one leg out as they search for less stressful organizations to earn a living. As a coach, I have interviewed people who work in this environment who have been in tears within three minutes of our interview. It’s painful to hear their stories, and even more painful for them to enter into a workplace that motivates this level of distress.
Are you a business owner or manager with high turnover? This may be exactly why. Turns out, the research is telling us that people really appreciate being treated like-a-person. One who is actually known, cared about, and whose work and contributions are valued.
Additionally, many people also thrive in workplaces where their strengths are known and appreciated, and where they have the opportunity to utilize those strengths on a daily basis.
As we talk about shifting culture in the way people are treated; when leaders see themselves as having the opportunity to coach people rather than “boss” them, they create a win -win environment for the workers, the leaders and the company.
When people are being coached, they inherently recognize the opportunities that this brings. They know they are being valued, their opinions matter, and their contributions count. In addition, they know they have the opportunity to learn, grow and be challenged in a way that keeps them engaged, and happy in the workplace.
Happy and engaged employees are more likely to stick around in your company.
In fact, Gallup research tells us that people don’t leave jobs because they “hate the job,” they leave 70% of the time due to the behavior of the MANAGER.
Consider the time and expense it would take to train your managers with the skill set to learn to coach people, win cooperation, help people both discover their talents and then get to utilize them on the job, and what that would mean for your organization.
The days of being hired and working for the same company for 30 years, tolerating bad bosses and undue stress are foregone. It is time to rethink how you and others in leadership are treating your workers. Not only are people’s health and wellbeing at stake, so is the sustainability and profitability of your entity.
Today, rethink how you approach employees, what qualities you look for in managers, and consider transforming your business by the way you approach your people.
Want to learn more?