You will never think that getting to know your employees could be so beneficial! But it is!
As an employer and as a manager, it is essential to know the employees' behaviour with whom you are working. "Why" this is important and "How" you can do this during the service will be discussed below.
Like as in our society, there are different segments of people to handle occurrences. The same is also applied in our workplace to handle experiences. As humans, we have a natural tendency to segregate personalities.
Based on several factors, we consciously and subconsciously divide people into different categories. The workplace properties are not different from our existing circumstances. The employer usually divides the employees based on departmental activities and obligations according to the nature of the work. Similarly, based on the position, the employee's seniority is set with respect to the responsibilities fixed by the employer.
As a manager, there are several effective ways to fill the gaps and develop a channel through which you can get to know your employees. Without any difficulty and involving any technology, the manager can get to know the capabilities and competencies of employees working under him.
By using simple and practical steps, any manager can get the desired results. Every manager needs to interact on any issue before going into practice mode. Communication with the employees is the first step which will help to understand the mental aptitude, knowledge of solving the issues, the strengths and weaknesses of the employees quite easily.
1. Keeping an Open-Door Policy
You have probably learned the phrase "Open Door Policy", which is commonly used in management. We assume that you have introduced and are practically using it while dealing with different matters.
Keeping an open-door policy is vital as it ensures that you are accessible to your employees. Being a manager, you should not be shielded from the influence of bureaucracy but are supposed to be more prominent as a manager before the employees.
When you let barriers build and block the access points to your office, you will be isolated from the realities of your employees. This type of style is not recommended for leaders while leading the show and in leadership.
To "know" your employees, you must be willing to keep your doors open all the time, especially when you are dealing with some critical issues. This brings great confidence if you are ready to demonstrate high levels of accessibility.
Showing openness will mean that your employees can comfortably bring challenging issues, tricky situations, and new ideas to your attention. They will never let you down. They will feel a friendly atmosphere where they sense that their boss will not hesitate to communicate what bothers them.
Furthermore, you need to realize that actions speak louder than words. Simply saying that you have an open-door policy or even drafting an official policy document about it is not enough. You need to show your employees that you are accessible. The accessibility is not an event in any form of management. It is a process for interaction and solving matters.
Indeed, keeping an open door, you have to demonstrate to your employees through accumulated actions and decisions time and again. You can say that an open-door policy is less of a policy and more of a culture.
You have to grow it gradually and communicate the expectations building around the employees to perform well. When you sort this out, you create a channel to learn about your employees without even making an effort to approach them.
2. Do the Work Your Employees Does
The manager needs to understand the nature of their employees' jobs daily and recall when they used to do the same. If you assumed that the same was done a long time ago, you need to rethink setting the expectations according to the realistic timelines.
Your expectations about your employees are a product of what you honestly believe they should achieve. On the other hand, what your employees can deliver or the results they can provide is the outcome product of reality. This is what most managers often miss.
The disconnectedness between the expectations and reality on the basis indicates incompetence on the manager's part. The employees start disrespecting the manager due to his careless attitude and always out-of-the-box thinking.
Understanding the ground realities regarding the task being set will increase the significance of the manager in front of the employee. This will also provide confidence while executing the job.
3. Have a One-on-One with Them
One of the best ways to understand your employees is by inviting them to share their own experiences and achievements.
Few techniques like interacting, communicating the experiences, and time-to-time conversations with employees give you a unique opportunity to understand them in a way in which you cannot do using other methods.
You don't need to talk about growth projections of the organization, sales targets, or anything else because you both understand and find each other on one page. You can start with something as simple as what they are doing.
You are now in a position to ask them how you can provide support in challenges they may be experiencing. You may push gently into their comfort zone and avoid being hostile. The goal is to show you care while extracting enough information about them to help you drive productivity.