I read a lot of small business newsletters, including several about management and leadership. I’m always amazed at how many articles cited in these newsletters state the obvious (to me, anyway). I’m talking about tips like “Good Leadership Requires Moral Standards” or “Treat Your Employees Like People, Not Numbers.”
But maybe sometimes, we need to hear what seem to be the basics that everyone should already know. With that in mind, here are things I learned about management from kindergarten.
Say Please and Thank You
I’ve noticed some people in management roles order people to do things — not good. Others tell them to do things — better, but still not ideal. A simple “Please” when giving directions — “Julio, have the report ready by 3:00, please” — can work wonders in making employees more willing to work hard for you. So can a “Thank you” when they complete the job.
Share the information your employees need to do their jobs better. Also share as much information about the company, its outcomes and your plans for it, as makes sense. Last, but not least, share the credit for any job well done with all the team members who helped make it happen. Don’t hog all the credit for yourself. The only thing you shouldn’t share? Blame when something goes wrong. Remember, the buck stops with you.
Lots of managers love to hear themselves talk, which can lead to meetings where others feel too intimidated to speak up and share their ideas or opinions — or simply can’t get a word in. Good leaders listen more than they speak. Say what you need to say, but then let — in fact, actively encourage — your employees to speak up, too.
If there’s one thing that sours employees on a workplace faster than anything else, it’s unfair treatment (or treatment they perceive to be unfair). Make sure you’re not playing favorites among your employees. Apply the same policies to everyone — or, if you make an exception for one person, be ready to make it for the rest of the staff. Keep in mind that even if you feel you’re being scrupulously fair, your employees may not feel the same way. If any action you take has the possibility to be misinterpreted as favoritism, be sure you explain it to your staff — and make sure they’re truly satisfied with your explanation.
Say You’re Sorry When You Hurt Someone
Just because you’re the boss doesn’t mean you’re infallible. Nor does it mean that you can just walk away when you’ve done something that hurts an employee. Apologize to the person — directly, immediately and honestly — with the same degree of “publicity” with which you hurt them. In other words, if you embarrassed an employee in front of the entire staff at your Monday meeting, you need to say you’re sorry in front of the whole staff, too.
Clean Up Your Own Messes
Has something gone wrong in your business? It’s your job to make it right. Never ask employees to do what you wouldn’t do yourself, or to take responsibility for an error that you made. By taking responsibility, you earn the respect of your employees.
What lessons from kindergarten do you apply to managing your employees?
Kindergarten Photo via Shutterstock