What Do Employees Want From Their Managers?

Do your employees want you to be an inspirational leader, or maybe they’d prefer you to be the quiet problem solver or better yet the compassionate mentor?

Some employees look for a hands-on-boss who is always stopping by, asking “How’s it going?” Other employees would prefer not to see their boss quite so frequently. And then there are those employees who wish they didn’t see their boss more than once a year at the performance reviews.

Different employees crave different things from their managers. Unless one of your skills is mind reading, it’s difficult and even downright impossible to know exactly what your staff wants from you.

There have been numerous surveys and books written about this very topic to help managers provide environments that are motivating and conducive to productivity while keeping employees happy.

Traits or characteristics that matter most to employees are honesty and integrity from their managers, lies and secrets can kill a manager’s credibility. Employees want their managers to be fair and to hold all employees accountable to the same standards. They want to trust and be trusted by their manager. Employees want to be able to count on their manager when needed and to be a part of their manager’s team, be asked to contribute ideas and solutions. Shutting employees out will shut them up—and heading for the door.

Managers should be genuine. Employees sometimes spend more time with their boss than with their families and they don’t want a phony. They want to be appreciated for who they are and what they do. They want to hear a “Thank you” or “Great job” and more importantly, employees want their manager to listen, understand and respond to their questions, ideas, suggestions and contributions. Managers should be more of a sponge, rather than a brick wall.

None of us is born knowing how to be a manager and it can be difficult to decipher exactly what employees want or need. Not all employees look for the same traits in a manager and its best to understand what each individual employee craves and then try to fulfill those needs.

In the end, more satisfied employees stick around longer, are more loyal, do better work and make a manager’s job much easier.

Dress Code and Hot Weather – Temperatures are Rising

Summer is here and the temperature has been rising to over 90 degrees. Where has the dress codes gone?

Now that it’s getting warm, okay, it is getting “hot”, businesses are seeing some employees who are wearing less and less to work every day. While it may not bother you, the Employer, it may well bother some of your employees who may be a little uncomfortable with the skimpy attire of their coworkers.

How should employers address this lack of “professional apparel”? As with most things that fall under the heading “best practices,” the key here is to remember general employment laws, consistency, and common sense.

Employers should approach employees’ attire with the same degree of objective scrutiny with which they approach other visual and verbal incidents in the workplace (such as workers wearing t-shirts with inappropriate sayings or displaying pictures on their desks and bulletin boards).

Although you may think that some people look better in skimpy clothes than others, your opinion is irrelevant to what you should do about improper workplace attire. If you address inappropriate clothing with one person, make sure you address it with everyone else who is wearing something similar. Most importantly, use common sense. If you have to rationalize whether an employee’s attire is appropriate for work, chances are good that it is not, and you need to address it.

The best thing an employer can do to prevent employees’ summer attire from becoming a problem is to adopt and publish a dress code policy. If your employees know what’s acceptable, they have an opportunity to comport themselves accordingly.

A dress code policy will also help you objectively discern what’s acceptable. For the most part, employers are free to adopt and enforce rules governing how employees must dress. However, there are some important factors to consider when setting workplace dress codes.

Rules regulating appearance, whether they’re based on safety factors or simply traditional values, are fine as long as they don’t discriminate unfairly against a particular group. Enforce your dress codes and other appearance-related rules with the awareness that they should be evenly weighted toward all employees and applied consistently when violations occur.

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