Resolutions for Supervisors in 2001

By Libby Anderson

It has often been said that your employees can be the most

important and valuable asset to your business. Nevertheless, this asset can

also be the most difficult to manage. We all know our business, but we find ourselves

troubled with the business of managing people. Try making these resolutions for

the new year and they will help enable you to more successfully manage your

employees.

1. I Will No Longer Fill Positions With ‘Warm Bodies’

Most supervisors are guilty of hiring a warm body at least

once during their careers. We all know how maddening it can be to hire a

replacement for someone who doesn’t work out, but there are consequences to

keeping someone simply because that someone is breathing. Warm bodies generally

don’t take very good care of customers and they can have a negative internal

impact as well. When you bring someone into your business who was obviously

hired out of desperation, what message do you suppose your employees are

getting? In short, you may lose your credibility and you may even lose some of

your other employees’ loyalty.

2. I Will Say Thank You More Often... And Mean It

Don’t fall into the Scrooge trap. I know a prominent

businessman who, when reminded he should recognize his employees’ contributions

to the company, said, “They get paid well, don’t they? Isn’t that enough?” Of course

it isn’t enough! Employees want to feel as if they are an important part of

your organization. Saying thank you in the presence of peers is extremely

motivational. I suggest writing thank you notes for their hard work as well. An

extra benefit to saying thanks: Rewarded behavior gets repeated.

3. I Will Ask Employees for Their Opinions and Feedback

How does it make you feel when someone values your opinion

or asks you what you need? Chances are it makes you feel important. The same

applies to your employees. By asking what an employee thinks or needs, what you

are really saying to your employees is that you value their opinions and care

about their success. However, don’t ask if you aren’t prepared for an honest

answer. You need to be willing to take action on the suggestions.

4. I Will Set the Example

If you are someone who doesn’t keep promises or behaves

badly with customers, don’t expect your employees to behave any differently.

You set the standard. Like children, employees will assume your behavior and actions

are what is expected and will do the same. This also comes into play if you are

not being fair and consistent in your decision making. Not only can this cause

you legal trouble, it will destroy a critical ingredient to making relationships

with employees successful: TRUST. You can’t supervise without it.

5. I Will Take Time To Get To Know My Employees

Do you know what your employees do when they aren’t at work?

Do you know the names of your employees’ children? Do you know when your

employees are under personal stress or facing challenges at home? You should!

You can’t have a relationship with employees if you don’t know anything about

them.

6. I Will Provide Employees With Resources Needed To

Successfully Perform Their Jobs

Do your employees have all the tools they need to do their

jobs? A work environment that is difficult because supplies are slim or there

isn’t adequate space will cause employees to look elsewhere for work.

Resources also mean ongoing training. Training employees on

an ongoing basis does not mean you are preparing them to go to work for someone

else. It means you will show them you care about their success and their success

means success for your business.

7. I Will Communicate,

Communicate, Communicate With My Employees

One of the best ways to get employees to “buy in” to your

business philosophy is to tell them what it is. Your employees will wonder

where your business is going, what your vision is, why you make the decisions you

make, and how they can contribute. A lack of communication about your business

will leave employees answering the questions themselves, and that may send them

out the door.

8. I Will Enjoy the People I Work With and Share Some

Fun With Them

Having a good time at work is critical for mental health and

productivity. That doesn’t mean making fun, but rather creating an enjoyable

working atmosphere. When was the last time you bought your staff lunch or held

a contest for something silly like the best excuse for being late to work?

Life’s too short ... lighten up your work environment.

By making these resolutions for yourself, you can make this

new year a supervisory success!

Libby Anderson is a human resource consultant and trainer. She

can be

reached via e-mail at edahrsvcs@aol.com.