A rich customer once asked Pablo Picasso what she could do for the famous painter when he was doing a portrait for her. Picasso replied, 'Please stand out of my light.' The best thing the boss (or customer) could do for Picasso was to give him the resources he needed, and then stand out of his way.
Not every person you'll lead is a Picasso. But you'll meet a few such people during your management career. And you might be 'standing in their light' or interfering, rather than assisting with their progress!
Use these four guidelines to help you decide how much guidance you'll need to give.
Do you have a poor work performer?
Here's what you need to do to dismiss
him correctly without landing at the CCMA.
Find out more here
4 Guidelines to decide how much guidance you have to give employees
If an employee's new to a task, low in self-confidence or not strongly motivated – you need to stay close. Focus on the task to get the person going, and don't forget to give reassurance and encouragement.
When a group member's eager to be a high producer, but isn't very skilled, emphasise on helping with the task. At the same time, show appreciation for his efforts.
If an employee seems to be avoiding work, or if his work ethic's questionable, keep a close eye on him. Work at inspiring him, and creating a beneficial relationship.
When an employee's obviously competent, well-motivated, well-trained and experienced, give minimal structure. You've found your Picasso. But be careful not to ignore your star performer. Make statements like, 'Because I don't touch base with you frequently, don't think I don't see how skilful you are. Your accomplishments are excellent and you are a wonderful contributor to the team.'
Creative and intelligent staff-members get bored quickly! Don't waste their potential - here's how you can re-engage them at work…
Can you fire an employee for posting bad comments about the company on Facebook or Twitter?
Yes, if you have the correct policies and procedures in place.
Get a sample Social Media Policy to implement in your company, here.
How to re-engage staff members in their work performance
General George S. Patton said, 'Never tell people how to do things. Tell them what you want them to achieve, and they will surprise you with their ingenuity.'
This applies especially to highly creative, or exceptionally intelligent staff members. When you always give them 'road-maps' for their workflow procedure, they'll lose interest in their work. Step-by-step instructions aren't challenging, and don't engage their minds or imaginations. Instead, try give them the end result, and let them get there on their own.
Tell them what you'd like from them, and leave the means up to them. Not all of their proposals will be viable, but you'll often be surprised at the originality and creativity of their thoughts. Their ideas may even be better than the way you would've asked them to do it.
Sometimes the greatest new work-ideas are generated by being less prescriptive, and allowing your staff to figure out the process for themselves. These employees may even achieve beyond your stated end result, as they are encouraged to use their assets, and apply themselves