In our experience we have often encountered the following myths and realities. We have also developed effective ways to better deal with the realities that can help you and your company achieve more success in the “real” world. Consider the following…
- Management’s primary job is to make employees do their jobs and comply with company policies.
- When an applicant has the skill sets needed for a particular job and an impressive resume, the manager can assume he/she also has good judgment and will likely make good decisions.
- Management should not be concerned with an employee’s personal life because it has no implications for how well he or she will perform on the job.
- Employees are “human resources” and exist to do the bidding of Management until, like other company resources, they are used up or discarded.
- The primary reason employees choose to leave a company is for better pay and/or benefits, not for how they are treated by their manager.
- A manager’s job is to get work done through his/her employees, ensuring they have the resources necessary to do their jobs, helping them grow and develop, while providing inspirational leadership. (We can help you with individual and team development that can be measured.)
- Good judgment/decision-making is critical for any job and should be assessed by metrics during the hiring/selection process. (We can help with this assessment.)
- Employees’ judgment capacity related to their personal lives can either enhance or diminish the delivery of their work judgment strengths. (We can assess work-life balance and help develop both self and work judgment strengths.)
- Valued employees who are engaged, empowered and inspired not only perform at a higher level, but are also effective marketers of the company both during and after employment. (Our development processes help demonstrate that you value your employees.)
- The number one reason employees leave a job is how they feel they were treated by their manager. (We can help with leadership development that supports your retention efforts.)
What management myths and realities are you encountering?