Wearing a great costume may give your employees a fun fright on Hallowe’en, but do your employees scatter in fear when you step into the office the rest of the year, too? Do they keep their heads down as you hover over their desk like the friendly ghost long after October 31?
As a manager, you’re juggling deadlines and responsibilities alongside the crucial work of leading people. When that to-do list isn’t getting any shorter, taking a moment to reflect on your performance may seem like a waste of time. Yet studies show that investing in management skills may help with everything from increasing productivity to lowering employee attrition. In a recent Leger/Monster Canada survey, 42% of respondents said they have left a job because they didn’t like their boss, giving some credence to the cliché that workers don’t quit a job, they quit a boss.
Part of being a good boss is taking the time to reflect on your management successes and setbacks. Although there are no perfect employees or perfect bosses, it’s important to be aware of the traits that can scare away top talent. Despite our best efforts at looking ahead, people can be unpredictable, which makes management both fascinating and challenging. By remaining aware of employee signals, regularly gathering employee feedback, and implementing employee recognition programs, you can help ensure you maintain productive working relationships with your employees.
While HRdownloads uses reasonable efforts to maintain this site/blog and its Services in an up-to-date fashion, it does not warrant the completeness, timeliness or accuracy of any information contained on this site/blog or any of its Services, whether in English or French, and may make changes thereto at any time in its sole discretion without notice. All information and Services provided by HRdownloads are provided to members and/or users “as is”, “with all faults,” “as available” and at the sole risk of members and/or users. Our human resources information and recommendations are based on seasoned, best practice field experience and should not be construed as legal advice.