Where business enterprises has taken leaps and bounds on employee
management policy around the developed nations, employers here are keeping
hawkish eyes on the employee and are still following the same somberly silence,
military discipline and colonial formalities banning even the use of mobile
phone in the office.
Gone are the day when employees only looked for high salaried
job and an unrelenting office set up. Now it’s the job satisfaction and office
atmosphere that ultimately makes a difference. Research show that average
employee turnover rate in most of the Indian Companies is 6 month to 1 year.
The number one reason employees quit their jobs is because of a poor quality
relationship with their direct manager. No one wants to work for a boss
who doesn’t take an interest in their development, doesn’t help them deepen
their skills and learn new ones, and doesn’t validate their contributions.
When work stress, pressure and overtime work is becoming the
routine of employees of Indian companies, there are companies going out of the way to make their
staff love the work they do, ensuring they have great work life balance,
reaching out to its employees in the time of crisis and even supporting them
for their personal life.
So here are some tips to manage the human resource of the
company and taking the best out of them.
1. Respect the people and nurture the
performance.
Respect and value the people in an organization. Make them
feel that they are the part of it and their presence is valuable to your
organization. Encourage creativity, employees want to be listened to. Instead
of saying “yes but” start saying “yes and”.
2. Delegation is an art.
“Ram, do this…” This
is not delegation. This is an order. A good delegator is a good teacher. Start
delegating this way “Ram, here’s what I need you to do. This is why it’s
important. This is how it fix into what we are trying to do. This is how I
usually do it, but the key parts are this. The key thing is don’t do this...
Now go to it, if there is any doubt, I am here for it. I will be checking on
you and how you are doing. Don’t worry!” I bet employee will give his hundred
percent if you delegate the task in such manner.
3.
Expect Mistake.
Learn to live with the humanity of employees- mistake will
happen. Expect mistake, look for them, and find them. Teach don’t punish.
4. Critique performance, not the person.
Never start by saying “You are doing it wrong.” You are
conveying that the person is bad. Instead say the performance of task is
heading to our standard. Choose your words wisely, they have great impact on
people working with you.
5. Reward and Recognition
If you want your employees to do something, measure it. But
if you want your employees to do something well, measure and reward it. Not
necessarily monetary, reward can be emotional values as I earlier said
employees are not in your company only for money, they want value.
6. Shift from “How can I get excellent performance out of my
team members?” to “How can I get excellent performance out of my team members
while helping them grow?”
7. Teach them, train them and let they know you care for their
growth not only the growth of the organization. Trust your employees. Follow
principles not rules. Success depends on teaching, motivating and relating and on
daily basis, engaging employees and managers in pursuit of excellence and high
performance. Have you watched the farewell speech of Hollywood actor
Leonardo DiCaprio in the movie ‘The wolf of Wall street’? If not, you must. When you start treating your employees as
asset rather than costand trust them, care about them, employees view their
work as more than a pay check. They are proud of where they work and find
meaning and emotional satisfaction in being part of your business. And do keep
in mind A Happy Highly Engaged Employee
Creates Highly Engaged Customers that Creates Money.
Keep
Learning, Keep Improving and Keep Motivating!
BishalBhattarai
CA Final
Specialization on “Leading People and Teams”
Ross Business School
University of Michigan
CA Final
Specialization on “Leading People and Teams”
Ross Business School
University of Michigan
