(By Mike McVay) Fathers’ Day was this past weekend. It gave me a moment to reflect on the lessons I have learned from my parents, but also the lessons I have learned from my children. It also gave me a moment to reflect on parenting versus managing.
Many will agree with me that managing is often like parenting. Make no mistake about it … I’m not holding myself up for a “Parent of the Year” Award. Our children’s mother would deserve that award so much more than me. Although I have managed many on-air personalities who, at times, felt as if they were my children. I mean that in a positive mentoring way.
The way to manage a team of employees is similar to parenting, but perhaps without the same vested interest in the outcome of the employee or the child.
One of the things that you know, or learn rather quickly as a parent, is that you have to be consistent in your responses. You can’t respond to one situation one way and then a similar situation another way.
You need to be consistent as to how you communicate so that it is always clear to your employees (or children) what your objectives are and what you need from them to accomplish those objectives.
A rule is a rule. If someone breaks a rule, you then need to explain why that rule existed and the consequence for breaking that rule. If there is a time when it is permissible to break a rule, then explain why this time was different, and why that rule could be broken. Just like children, employees are more responsive if you give them the answer to the question “why.”
The other thing that’s important is for you to never show favoritism to one employee over another. This is particularly true when multiple employees do the same job. While you want to reward those who perform exceptionally well, or go beyond what was asked of them, you cannot play favorites. Although you can reward exceptional behavior and use that employee or their accomplishment as an encouraging example.
Keep in mind when it comes to reprimanding, the way in which you reprimand comes into play when working with your employees. It should never be personal. It should always be professional. You should be clear as to what took place, that shouldn’t have, or why they are being reprimanded. Explain what the potential fallout is from the situation. Follow the reprimand with goalsetting and a discussion of how you keep from making the same situation occur in the future.
Lastly, praising. That doesn’t mean that you buy the employee (or the child) an ice cream cone and tell them that you’re sorry. Acknowledge what they’re doing well and what they’re best at in their job.
Tips on Parenting Your Employees:
1. Invest in one-on-one time with your key employees daily. Make time for them and be available to them.
2. Focus on routines.
3. Be collaborative whenever possible. Everyone pitches in.
4. Encourage your team to be a problem-solvers. Give them guidance, but ask them how they would/should solve a situation.
5. Simplify your rules and be clear in your direction.
6. Focus on training. Ask “what can we do differently next time?”
7. Don’t just say NO. Explain why something is not proper to do at this time. What’s the reason behind your “No?”
8. Think about how your employees might describe you to other possible employees. People that you may want to get in your company someday will ask about you. What will your team members say about the culture that you create for those who work for you?
9. No one wakes up in the morning and wants to ruin your day. When a person does ruin your day, ask yourself “why is this person acting out?” Try to uncover the root cause of the situation. Don’t take it personally and don’t make it personal.
10. Think yourself into your employee’s position. How would you want to be treated? How would your supervisor expect you to react in a similar situation? This is where the Golden Rule comes into play. “Do unto others as you would have them do unto you.”
Managing, like parenting, is often trial and error. People respond differently to a different set of instructions, and differently at different times. This is why it’s so important that you learn as you go and that you remember what you’ve learned.
Mike McVay is President of McVay Media and can be reached at [email protected]
Great article, Mike! Interesting idea to compare team management with parenting, and there are really many similarities here.
Encourage, collaborate, focus (yawn)…. same old advice. THIS is why the business is doomed.
Hey owners: Where is the re-boot? You’re not going to get different results running the same playbook, with the same people?!