Many people believe the management-employee relationship is difficult to navigate. This relationship can be easy to navigate but it depends on the willingness, of management and the employee(s), to get along.
It’s the beginning of the second month of the New Year and what have you done for management thus far? I’m not talking about the management on your job. I’m talking about the manager of your life.
For those of you who set goals or made New Year’s resolutions did you take into account the manager of your life might have different goals for you? Everyone may not be religious or believe in God. However, I end every year and start the New Year by finding out “What does God want me to do this year?” It’s not rhetorical I honesty seek an answer. I have my goals and dreams for 2015 but if my goals and dreams don’t line up with what management has for me I could be disappointed during or at the end of the year.
This particular management-employee relationship isn’t easy to navigate. Like any other management-employee relationship the employee(s) have to spend time talking to management to find out what their expectations are. Once management has communicated their expectations it’s up to the employee to execute the plan. The difficult part of the management-employee relationship is executing the plan. You may not agree with some of the goals management has set for you however here’s something to consider, Romans 8:28 We know that all things work together for good for those who love God, who are called according to his purpose.
Even though you may not agree with some of the goals it’s still going to work for your good. The goals this manager has for you could change your current situation or alter the rest of your life? Is your dislike for the goals so strong that you’re willing to forfeit any good that would come your way? Before you answer that question consider this, Proverbs 16:18 First pride, then the crash the bigger the ego, the harder the fall. There are some management-employee relationships that regardless of the expectation(s) the end result is it works out for the employee’s good. Before we get too far into the year find out what expectations management has for you and then execute the plan.
The management-employee relationship can be easy to navigate. In this type of management-employee relationship are the employees willing to follow the plan management has laid out for them?
The HR field exists for a reason. Let us do our job. One of our specialties is recruiting. When you take HR duties and give them to someone else chaos or least inefficiency ensues.
Looking for perfection in an imperfect world sounds challenging if not impossible. I know someone that is experiencing not being perfect. Since there is no perfect person employers need to take advantage of the transferable skills applicants come with. I was sharing with this person that employers are lazy. They don’t want to take the time to study a resume. The laziness of employers leads to the frustration of job seekers.
What price perfect?
A mark of the modern employment market is the seeming inability to find skilled, competent employees. Companies continually complain about the lack of fundamental skills in recent graduates while government clamors for increased STEM education.
But this mistates the situation.
Even as communities continue to recover from massive outsourcing and the worst economic downturn since the Great Depression the truth about the job market is less complex and therefore even more shocking.
Companies are looking for perfect.
Somewhere along the way with the HR function fully complicit we lost sight of hiring people to do a job and started to think about hiring brand extensions. We started to look for people without any blemish professionally or interpersonally and turned hiring into a lottery as opposed to a competitive process.
The job market still functions at the extremes. For people with no absolute skill there are minimum…
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A few weeks ago I attended ASTD’s International Conference and Expo #ASTD2014. After spending a couple of days with other T&D professionals, it reminded me why I’m passionate about T&D. As with any conference, you leave rejuvenated and excited ready to go back and apply what you learned. However, this year’s conference gave me another level of appreciation for my T&D colleagues. Listening to some of the difficulties other T&D professionals are having with management or clients made me feel normal. It was comforting to know that other people are having similar problems.
Some of their stories were so intense I wanted to hug some of my colleagues. The issues they were dealing with weighed on them so heavily they almost burst into tears. I also wanted to hug my colleagues (weather presenters or attendees) that provided solutions to the problems others were having. Watching people sympathize, empathize and provide solutions to other professionals was heart-warming.
As HR professionals (regardless of discipline), we are always talking about management providing recognition to employees. Why not look across the aisle at the person who is doing the same thing you’re doing and say, “Thank You”? Thank you for being so passionate about our profession. Thank you for sharing your experiences, I learned a lot from you. Thank you for the taking time to encourage me. Thank you for sharing your wealth of knowledge with me
We blog and tweet because we’re passionate about our profession. Every Friday, Christopher Demers does his weekly Best Blogs. Christopher highlights other bloggers because he appreciates the good information they provide other HR professionals. In the vein of appreciating other professionals there are several people I’d to thank; Halelly Azulay @HalellyAzulay, Dan Steer @dan_steer, Rory C. Trotter @SomethingDifferentHR, and Christopher Demers @ChristopherinHR. Thank you for spending time with me! Thank you for putting out good content for your colleagues.
I appreciate what you do for our profession. Keep up the good work and keep putting good information out there for the rest of us! Your labor for our profession is not in vain!
If you want to know other ways you can demonstrate appreciation for your colleagues, you can contact me at firstname.lastname@example.org and http://www.linkedin.com/pub/cornell-jenkins/11/476/897/
Who needs supervision more employees or children? Children between the ages of one and ten need a babysitter. Due to the lack of boundaries in the workplace managers view themselves as babysitters.
Just like children, employees are a product of their environment. In 2014 what type of environment are managers creating for their employees? When I was in the eighth grade every day in my algebra class was a circus. My teacher didn’t have control of the class. Her lack of control allowed me to sleep 2-3 days a week.
If managers don’t set expectations for their employees’ performance and behavior the employees will do whatever comes to mind. Regardless of age people need boundaries. Setting boundaries is the only way to properly govern the performance and behavior of employees.
Managers, if you need to treat your employees like children then by all means act accordingly. I had a supervisor that said I have no problem treating you all like children. My supervisor set expectations for her employees’ performance and behavior. She constantly communicated those expectations. The repetitiveness of her expectations made it difficult to forget how you were expected to conduct yourself. Managers what message are you communicating to your employees? Are you communicating expectations or mayhem?
Managers have the responsibility to create an environment in which employees can grow professionally. Mayhem creates an unhealthy work environment which produces sub-par performance. A healthy work environment allows employees to reach their potential.
A healthy work environment has boundaries that govern the actions and performance of its employees. People need boundaries and without them mayhem ensues.
If you want to create a healthy work environment I can be reached at: