Rigid, autocratic management styles are outdated and ineffective in today’s modern workplace. If leaders want to motivate their bright young workers, they need to adopt a more collaborative style. One would come across such situations more in the BPO or IT industries as compared to niche industries where the fear is not too high though prevalent. That is because it is difficult to find the right candidate to fill in the position, if a particular employee quits. We need to talk to our employees on a regular basis. The idea is not to criticize them but to give them feedback for better performance and development.
It’s not that bosses fear confronting their employees; it’s just that they have become much more professional in their approach these days as opposed to the tradition of shouting or losing their cool or they are trying to be practical.
Earlier, there were lesser jobs and more aspirants whereas now every individual has multiple career choices in the market. This has resulted in a drastic change in the attitude of the employee as well as the bosses.
In the corporate world today where attrition rates are rising by the hour, how does an employer strike a balance between getting his work done and not making the employee feel pressurized and over-burdened. Through seeking the inputs of others rather than dictating terms, employee’s buy-in is important, and the effectiveness of the solutions generated is likely to be better. Research suggests that if you maintain your employee’s self esteem, listen and respond with empathy, and provide a supportive environment, retention can be increased. A warm and friendly approach with a lot of patience is always a win-win situation. A boss should be able to gauge what the candidate is looking for in his/her present assignment-long term career, designation, incentive, money, appreciation and tackle the employee accordingly.
The first and foremost thing is to be clear in the expectations you have from each employee. In the absence of role clarity, confusion sets in. Employers today are adapting to ways like ‘coaching and counseling’ be it for disciplinary issues or for performance issues. One needs to sit with the employee and talk it out and clearly carve out the role and responsibilities of an employee.
The younger lot is smart, talented, articulate and much more aggressive and sometimes it is a Herculean task to handle them in difficult situations. How do organizations bring out the best from this lot? These young guns are the most difficult lot to work with since they take any negative feedback as an ego issue and feel that the superior is spoiling their image. But at the same time, they are generally very productive to the organization. Educating them about the repercussion of non-compliance in a subtle manner will help them improve. Leaders should handle such powerful teams by giving them the right direction, freedom to work, involve them in decision-making and empower them so they feel important and a part of the team.
For organizations today, it is most important to have their vision and values very clearly communicated to their employees. One should create an environment where employees feel that they are respected. Make every effort to ensure people are not ‘punished’ when a well-thought-out idea fails to work as intended. In order to ensure your staff delivers what you want them to, clarity of what the role requires is essential. This also makes reviewing much simpler and takes away the need to ‘confront’ staff. Helping employees see where they can move next in the organization is essential for India’s young and upwardly motivated workforce. Undoubtedly, the mantra of the corporate world today is to have a positive and warm approach towards its employees in order to ensure good productivity without being bossy.