That’s why it’s so important for every manager to see their team members as people – not just producers. Every person keeps a different ledger.
Feedback is the best tool for this. It’s always important to let your team members know that you see what they’re giving and the conditions under which they’re working. Praise what’s working and carefully address what needs to be better by providing guidance that’s realistic and respectful.
If not, you will create a “tipping point” moment when they think the ledger just blew up. They may not quit, but they sure as heck won’t throw themselves into their work.
So what are three tipping point moments you can avoid?
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Tone-deaf messages, especially delivered in management-speak. Example: “Refrain from engaging in personal activities during work hours. Exceptions should be arranged with your supervisor.” Is the message necessary in the first place? If you really fear that people don’t know the organization’s expectations and may stray from them, at least be human about it. “We know you’re juggling many responsibilities in your home work space. We encourage you to take care of your family and continue your good work for us. If you run into problems, check in with your manager.”
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Silence. You’re cranking out great work under duress and hear nothing. Day after day.
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Managers who let some people play by different rules. When some employees are uncollaborative, underproductive, or unkind to others and nothing happens, it’s demotivating to their colleagues, who may be sitting and stewing about it, at a distance – and you don’t even know it.
Here’s to all the managers out there who are ledger-balancing experts – or trying to be. Because of you, your teams are more likely to be happier, healthier, and more highly motivated as they do great journalism.
-- Jill Geisler, Bill Plante Chair in Leadership & Media Integrity at Loyola University Chicago and Freedom Forum Fellow in Women’s Leadership
