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How to Be the Best Boss You Can Be
In today's highly competitive society, management skills are a must. With workers becoming increasingly freer to pursue careers and employers, and with corporate loyalty fast becoming obsolete, there is an urgent need for managers to be able to handle employees with skill and finesse that's unparalleled. There is a need to keep employees in the office and to keep them happy. A boss needs to become a very skilled people-manager if he aims to keep his talent pool within his business.
There are two P's that lead to becoming the best boss on the management field: Praise and Patience. These are the two things that I have seen that work best when one leads people.
I have a friend that used to be our high school's class president. We're doing our grand reunion this year, and I am the coordinator-in-fact. I was surprised when she praised me for my efforts. What reverberated in my mind was an amazement and wonder at such a regal (and yet simple) way to keep an “underling” happy. Honestly, it totally worked on me! And this is how I was able to note that true leaders really make a point to make their people feel appreciated and valued.
The next “P,” and the most important, is Patience. Patience is a virtue, as most people mouth. And honestly, it seems like it's a universal truth. Patience is what most people crave for, and it's what draws out good qualities in people.
When you, as a manager or boss, apply patience to your employees, you give them space to grow and breathe. Patience also benefits you in that you learn to let go of unnecessary stressing-out moments. This creates a net effect of smoother relationships between you and your employees, creating a healthier work environment, and thus increasing productivity.
If you want to know how to practice the two P's, here is a list of suggestions:
When you do note flaws in their personalities or on their jobs, practice being gentle and using constructive criticism. Instead of: “That is the most sloppy report I have ever seen!” Say, “I like the detailed way you have created the report, however, it would be more impressive if it were more organized.”
Remember that there is no such thing as too much praise, if you do it correctly. The guidelines for praising are: praise only what you truly see. Do not attempt to praise nonexistent achievements or traits. That will only be flattery and will result in more laziness (because the employee will “rest on his laurels”), conceitedness, or other ill effects. Also, when you praise, do not do it only when you need something from your employees. Do so out of the blue (again, with basis and sincerity) once in a while, to show that you genuinely do appreciate them.
Whenever you're in a stressed situation, instead of yelling at your employee, count to ten, take a deep breath, and rephrase the angry words forming in your head. It's never worth satisfying your rage, if the payback is a talented employee lost.
When your employee makes a mistake, give allowance, but set limits. Do not make ultimatums (I just don't like this practice), rather, show the employee you are serious with your standards by rewarding achievements and giving sanctions to mistakes. The first mistake can always be let go. But make it clear, in certain terms, that it should not be repeated, and the learning curve excuse can only be applied up to a certain point. Make sure that you set your demands realistically and according to the job at hand.
Practice forgiving (even just declaring your forgiveness to yourself) constantly. If you carry negativity towards your employee, you will always bear that mental image of his mistakes, and it will color your relationship. Let go constantly and remember that humans can never be perfect on this earth.
Remember the two P's in leadership. Keep your employees happy, and you'll consequently keep your clients happy. Keeping great relationships and a healthy atmosphere in the workplace is a practice that promotes productivity and reels in profits. Believe me, you'll never go wrong with Praise and Patience.