If you’re very busy, you can specify times when your employees can filter in or out of your office, or you can make rounds to visit your employees in their workspace. Actively listen to your employees to make sure they feel like they’re being heard. Give serious consideration to employees’ suggestions about how to improve productivity—after all, they’re the ones on the ground each day!
Say, “I don’t say it often enough, but we couldn’t keep this place running without your hardwork. Thanks for all you do. ”
Set up a bulletin board to post about employee’s achievements. You can also create a section for photos of employees and company events. Try instituting a casual Friday. Make a point to celebrate holidays and birthdays.
Sit in on a planning meeting. Join the sales team on the floor. Spend a few minutes sorting mail in the mailroom.
If you don’t allow your staff to grow, they may seek other opportunities. Letting employees try new things can lead to innovation. You can also use it as a strategy to increase the number of people on your staff who are able to complete certain tasks. Try to support the career goals of your employees when you can. For instance, if you know an employee is interested in leading a team one day, you might assign them the lead role on a project.
Don’t take over for your employee. Instead, provide them with assistance, whether it’s from you or another employee who can mentor them.
Monitor your employees to see if they are struggling to meet their work demands, especially if you work in a rapidly changing industry. [6] X Research source
For example, allow problems to work their way up a hierarchical chain before they reach you. This will empower your employees to make more of the day-to-day decisions. Stepping in to help an employee who truly needs direction is not the same as micromanaging.
Give positive feedback during meetings, right after an employee gives a presentation, or while you walk around the office. Meet with employees for a few minutes each week to discuss their projects. If an employee is expecting feedback on a project, get back with them ASAP so they don’t feel frustrated or anxious.
Try to give positive praise at least as often as you offer criticism. [10] X Research source
Say, “Thanks for letting me know that the deadline has shifted. I appreciate your hard work. ”
Say, “I’m mulling over how to approach this merger decision, and I’m open to your suggestions. If you’d like to talk about your ideas or concerns, drop by my office between 2:00 and 5:00 p. m. today. ”
Don’t punish people for giving you negative feedback. No one is perfect, not even you. It’s normal to make mistakes. If you do make a mistake, admit the error and apologize for it. [14] X Research source
Acknowledge the contributions of others. Congratulate your employees for a job well done. When people give you praise, mention the employees who helped you make the accomplishment happen.
If you find yourself focusing your attention on a fraction of your employees, make a point to shift your attention to include others. If you go out to lunch or happy hour with employees, make sure everyone is invited.
Maintain strong boundaries around your personal life. Don’t overshare personal details, such as what you did over the weekend or the issues you’re having with a relative. [17] X Research source Keep your conversations centered on the workplace or your professional experiences. Also, avoid engaging in office gossip. Spreading gossip will destroy your credibility as a boss immediately. [18] X Research source
