Your Employees Don’t Like You: 4 Ways to Change That Now, Part One
Being the perfect boss is not possible. What does “perfect” even mean anyway? It is an intangible, amorphous nothing that does nobody any good thinking about. What does help is focusing on strategic tasks you can implement now to make a measurable change in your work, moving forward. That sounds a lot better to me than being and amorphous, intangible nothing.
Here are some powerful ways you can set your employees up to like you. Essentially, ‘if you lead a horse to water, you can’t make it drink;’ but, you can and you must lead it to the water if you ever want it to drink!
1) Host weekly check-ins with your employees.
Allow time each week, approximately thirty minutes, for your employees to voice their concerns, go over any outstanding matters, and consult your opinion on non-time sensitive items. Make these sessions one-on-one so that the employees feel comfortable sharing information they may not want to share with others. Tell them you actually want them to present all of their concerns and complaints. It is important to make them feel welcome at each and every meeting.
This allows the employees to do a multitude of things. They are presented with a platform of trust. They go out on a limb to share things with you, and you seal the deal by following up with them about it. Employees can present problems they are having with other employees without throwing them under the bus in front of others. They can confidentially ask you for advice or offer feedback they don’t want to publicize. They can present their complaints to you instead of to all the other employees, improving team morale as a byproduct.
If your team is too big to do weekly check-ins with each employee, delegate the task to a few different people who are higher up than the employees to meet with them on your behalf. Make sure to follow up with each delegate to fix any problems the employees they met with presented. Be a man or woman of your word and follow up. Be consistent! Without consistency, your empathetic words mean nothing and will actually work to your detriment.
There are three more essential tips you need to follow, but that is scheduled for part two of this series. Make sure to think about how to implement a weekly check-in with each employee until a couple of weeks from now until I post part two, where I discuss problem management, support, and coaching!