In our series on the Talent Gravity Organization, we address branding, culture and talent management: bringing the candidate in, showing a strong organizational face, and on-boarding and growing the employee. And if you do a good job at these, you actually may be able to retain your great employees.
Using a football analogy – good teams play the full 60 minutes and know how to score in the red zone (20 yards out from the goal). The quarterback can drive his team down the field brilliantly, but unless he can close it out by scoring, it’s a missed opportunity.
We think about management and supervision as playing in the red zone. It’s at the interface between the manager and the managed that you either engage the employee or the employee leaves. In football parlance you either score or turn the ball over.
Research shows that the number one reason people leave their job is because of their boss. And even in great organizations there are bad bosses. And here’s some help so you are not one of them.
The Principle: A successful manager/managed relationship is bi-directional.
As the supervisor/manager, it is critical for the employee that you:
- Explain your management style, your key expectations and how you would like to work with your new employee
- Establish a communication protocol: how often, what media, and the level of detail expecte
- Be consistent
- Be open to their ideas and supportive of their learning(you are responsible to
help your new employee succeed)
- Provide ongoing feedback and mini performance appraisals regularly. The best
bosses hold regular meetings with each of their employees and focus on their
development – whereas, the scoreboard of tasks will follow.
- Don’t make ridiculous or incongruent statements or behaviors such as: I need
you to work 24/7 on this, I just need 110%
- Demonstrate leadership
The manager/managed relationship is a work in progress. And it starts with awareness – the awareness that it’s important and that it’s a two-way relationship that is worth the time it takes to get it right. On Monday we will present the critical elements for the managed (the employee) for building a strong relationship with their boss.
For additional information on talent management and our unique model for business growth, see our blogs, free articles, white papers and videos at: www.kubicalaforestconsulting.com
Copyright 2011 Kubica LaForest Consulting
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