Adapted from “Ensure the task is understood, supervised, and accomplished”
Before you can expect your staff/employees to perform, they need to know what you expect of them. You must communicate your instructions in a clear, concise manner. Talk so they understand, but not in a way that would insult their intelligence. Before your staff starts a task, allow them a chance to ask questions or seek advice. Some supervision is essential. Without supervision you won’t know if anything is being properly accomplished. Over supervision is viewed as micro-managing and harassment and may keep anyone from showing initiative. Allow your staff to use their own techniques, and check them periodically.
- Make sure something has a need before making it an order.
- Use the established authority levels.
- Issue clear, concise, and positive directives.
- Encourage your staff to ask questions for anything they do not understand.
- Ask questions to see if there is anything they don’t understand.
- Supervise the your directives.
- Make sure your staff has the resources they need.
- Vary your supervisory styleas necessary.
- Exercise care and thought in supervision. Micro-management can stymie initiative and create resentment; under-supervision may not get the task done.
~ Jody Victor
Set the Example
You must show your team by example and not take a “Do as I say, not as I do” attitude. You will quickly alienate your staff. If your personal standards are high, they are more apt to adapt them as well. Check your own physical fitness, hygiene and appearance before commenting on theirs. Don’t set your standards higher than you are willing to go yourself.
- Show you are willing to do the same thing you ask of your employees/staff.
- Be physically fit, well-groomed, and correctly dressed.
- Maintain optimism, calmness, and confidence.
- Don’t display characteristics that could be open to criticism.
- Promote self-initiative.
- Avoid showing favoritism.
- Share difficulties with your staff so they see you are willing to to assume your share of them.
- Portray to your staff that you are the best in the position you are in.
- Delegate authority and avoid micro-management and over-supervision of your staff.
~ Jody Victor
(Adapted from “Know your Marines and look out for their welfare”)
You should know your employees and how they react when placed in different situations.
An employee who is nervous and lacks self confidence should never be put in a situation where an important decision is made. Knowledge of your employees’ personalities will enable you, as the leader, to decide how to best handle each one and determine when they may need closer supervision.
- Put your employees’ welfare before your own – correct grievances and remove discontent.
- See the members of your staff and let them see you so they get to know you and feel that you know them. Be approachable.
- Let them see that you are determined to be a success.
- Concern yourself with their life circumstances.
- Help your employees get needed support when necessary.
- Determine what your employee’s mental attitude is; keep in touch with their thoughts.
- Ensure fair and equal distribution of rewards.
- Encourage individual development.
- Share the hardships of your employees so you can better understand their reactions.