The workplace is such a tapestry of attitudes, beliefs, cultures, generations and habits. Dump that into a cubicle or offices in close proximity and it's like sharing a room in a dorm or a bathroom with a teen sister or brother. Often, I wonder if we tried daily to put ourselves in the other person's shoes, would that change our responses to one another? In the interest of trying to see things from both sides, I asked some leader/managers and their employees what was on their workplace wish list. From a non-scientific sample of both bosses and employees, here's some of what they told me:
The Boss's Wish List for Employees
1. Be reliable. When I ask you to do something, do it promptly. If I do not give you clear instruction or a deadline, ask me about it. I'm busy and not perfect.We pay you to do this job.
2. Don't just tell me what you think I want to hear. Have the professional courage to honestly discuss your workload, any organizational unknowns and offer ideas to make things better. All of your ideas may not be implemented. Be mature about it.
3. If you make a mistake, own it. Don't laugh about it, avoid it, blame others or become defensive. Sincerely apologize, discuss it with me and learn from it. Everyone makes mistakes. It's how you respond that causes reactions of irritation or sympathy.
4. We will disagree. Try to understand my preferred work style, definition of work and I'll try to understand yours. Then we meet halfway. I am being measured and asked to deliver results. I don't make this stuff up just to terrorize you. It may be uncomfortable. Get over it.
5. Avoid being an expert at pointing out problems, come to me with thoughtful solutions and creative new ideas that help us reach our strategic goals. Sometimes the organization is not ready for your ideas. Don't bad-mouth me or my boss, but don't give up.
The Employee's Wish List for the Boss
1. Let me do my job. You hired me because I obviously have some intelligence and skills. My definition of work may be different from yours.
2. Celebrate success more. I need encouragement and a pat on the back for a job well done. Saying "thank you" for small things is nice too.
3. Invest in my professional development. I want to learn from others in my profession and more about my industry. It helps me to not feel so isolated.
4. Be a better listener. I need to know you will listen to my ideas without judgment. I may need to complain or want to radically change things. I want to know you will support me.
5. Communicate with clarity. Tell me what you expect and how my job contributes to the big picture. Make time to clearly outline the goals and strategies of our area.
At the foundation of any healthy workplace relationship is the constant effort to try to see things from another person's point of view. So many people are looking for an excuse to judge and be negative about the boss or employee. Some people harbor unspoken, misdirected biases that have been deeply ingrained into them by what others have said or how they were raised. Others say, it's generational differences. Instead of viewing it that way, what if we asked smart questions of each other, respected differences and desired to intentionally make the workplace better than we found it? It takes maturity, open communication, trust and compromise from both the boss and the employee to enhance relationships and ultimately get the job done. There are no perfect bosses or employees. It is my hope that both bosses and employees think about these wishlists, then openly discuss or create their own lists without fear. We spend too much time at work to be miserable.
Whatever you do, work at it with all your heart, as working for the Lord, not for men...~Colossians 3:23
What's on your boss/employee wish list? What do you think? Leave comments below.
I always like reading your thoughts...they inspire me to reflect on my own thoughts! This is my opinion of managing people. I believe one of the main problems of managers these days is that managers need to realize - it's not about you. I don’t mean that in a negative or rude way, I mean it literally. It's not about what the employee can do to satisfy his manager. It is about what the employee does to contribute to the overall goals of the organization and its mission. The employee wasn’t hired to please his manager, the employee was hired to make positive contributions to an organization, thus pleasing his manager is a result of that. The manager’s role is to foster that mission and support that employee to help him do his job. Now there are obviously things that must be done in order for this to happen. An employee can't sit on an assignment for months and validly contribute to the organization's bottom line. Or not contribute efficiently and effectively and expect to receive kudos and praises. But here’s the skinny…. if a manager has an "it's about me" attitude, then he/she can't expect an employee to think creatively and sometimes even critically when they spend most of their time trying to figure out what the manager wants versus what is best or needed for the organization. The manager can't expect ideas to flow freely and solutions to appear when what the manager wants to hear is what the manager thinks should happen. Hands are tied for the employee in this situation. Ultimately the employee witnesses the manager’s decisions and how the manager reacts to new ideas and solutions. If in the end, it always comes back to what the manager really wants to happen…..then why bother? The employee goes back to sulking mode in his/her office, frustrated and confused as to why they were even hired because as you stated...they are an intelligent and capable individual that you hired. And the cycle continues. Frustrated manager. Frustrated employee. Managers, free your employees to think creatively, don’t tie their hands. Mentor your employees, don’t bring it back to you every day, support their ideas (good ones of course), and step out of the way. When you let them become little leaders, they blossom, I promise!!
ReplyDeleteAnonymous, Thanks for reading AND commenting. Sometimes we harbor secret biases in the boss/employee relationship causing us to believe or see things that are not true. If the employee spends less time trying to figure out what the boss wants and more time trusting their ideas, presenting them clearly, believing in the mission and demonstrating follow-through then perhaps the leader will let go seeing this type of passion. What do you think?
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