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There are three types of bosses when it comes to employee morale: the boss who is very focused on keeping morale high, the kind who is solely worried about the job and neglects the morale aspect and lastly, the clueless boss which has the best of intentions for employee morale, but still inadvertently destroys it. Whichever you may be, morale is essential for employee retention, good productivity and a healthy work environment. If you feel like your workplace lacks any of these aspects, maybe it’s time to reevaluate how you handle your employees.
Stan Slap, management consultant and keynote speaker par excellence, has a new book. It’s called Under the Hood, and it’s about employee culture; specifically, how management objectives can be either supported or sabotaged by the employee culture. Slap’s definition of employee culture is: “Your employees’ shared beliefs about the rules of survival and emotional prosperity.” An employee culture exists to protect itself; it is an information-gathering organism, designed to assure its own survival.
Which means it is anti-change, because change—including positive change–could threaten its very survival. You, even as a first-level manager, are not part of the employee culture. Instead, you are the key influencer of the culture’s survival and emotional prosperity.
When you own a business, motivation and communication become two of your biggest tools when working with your employees. These two concepts go hand in hand when you want your employees to become a trusted aspect of your business. The most important way to keep your employees motivated is to communicate with them. Let them know what’s going on with your company and make them a part of the decision-making process.
How does your company empower its employees? Many times, this question elicits solutions and actions: we implement open door policies with management; we conduct semi-annual performance reviews; we offer flexible work schedules and the opportunity to work remotely.
While all of these solutions can contribute to employee empowerment, it’s important that any employee-focused program starts by answering the right question.
You work hard, present new ideas, and take the initiative every chance you get thinking that you’ll be sure to get that promotion when it comes around. Gathering up the courage to ask for a promotion is a big deal, and hearing “no” can make you want to crawl into a corner and never return to work again. However, you know that you need to act like a professional, so treat this as a learning experience so that you can have a chance at a promotion the next time around.
Do you work for someone who thinks they have all the answers, but has little patience for the ideas of others? Do they have an opinion about everything and will share it regardless of its value to the project? Having to deal with a know-it-all in the workplace is an all-too common problem. Dealing with this type of personality can be difficult – especially when the know-it-all is your boss. Here are three tips to keep in mind that will help make your interactions with a know-it-all boss easier to manage.