Your Employees Don’t Like You: 4 Ways to Change That Now, Part Two

We’re back with part two of “Your Employees Don’t Like You: 4 Ways to Change That Now!” In part one, we discussed the importance of hosting weekly check-ins with each of your employees each week. Next, I discuss how to support, coach, and handle complaints from your employees.

2) Grab the problems by the horns and put them under a spotlight.

As you meet with each employee, you may notice patterns in their complaints. Address a group of them who have had the same complaints and offer them a platform for discussion. Ask them for their input, because it should be valuable to you. If your employees are not happy, satisfied with their jobs, and don’t feel appreciated for their input, they may very well leave.

3) Take measures to be supportive.

Use positive reinforcement in a genuine and realistic fashion as much as possible. You can do this by setting reminders on your calendar to do so each week for each employee. You can heartily say, “Well done!” to them with enthusiasm, especially in front of other employees for a double hitter. You can keep a running list for each employee in a computer document that tracks good things they have done. You can present these to them in front of others at award ceremonies or simply in an email to them. Specific compliments go a long, long way!

4) If you haven’t already done so, start coaching now and stop disciplining employees in front of others!

Receiving reprimands in front of others is devastating to an employee’s reputation. People not only will look down on the punished employee because someone above them is shaming them, but they will also become afraid of and look down on you. This will keep them from ever presenting issues to you for help and guidance. Your business will slowly but surely deteriorate, and it will be your fault.

Offer kindness and use coaching tactics in the moment. Don’t wait until later and simply reprimand them. You will constantly miss opportunities to give highly specific instructions that they could implement now and provide exponential returns on, moving forward. If you wait until after the fact to reprimand them at another time, such as during a performance review, the employee and you alike will forget important details, and the employee will end up walking away dismayed instead of empowered to make a positive and strategic improvement.

These aren’t guaranteed to make every employee like you all the time. That is simply impossible. You can’t please everyone. However, what you can do is ensure you are doing your part of the relationship with each employee by being a good, fair, and helpful boss.

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