A manager who can’t make a decision or who can’t make a timely decision will frustrate his/her employees. Equally bad, a lack of decision will impede the progress of the manager’s team.
Some managers make endless requests for data as a way to postpone their having to make a decision. Employees end up spinning in circles, slicing and dicing the information far beyond what is truly needed for the manager to make a decision.
Some managers are simply afraid to make a decision in fear of making a “wrong” decision. These managers don’t necessarily request needless data, but simply just never made a decision.
Successful managers (true leaders) gather the data from their employees, make any necessary follow-up requests (probing beyond what their employee may have researched/gathered on their own), and then make their decision…knowing that in virtually all cases most decisions are not black and white “right or “wrong,” but are the best decisions made at that time for the current circumstances.
Good managers also know that most decisions can be tweaked along the way as their teams carry out their tasks impacted by the decision.
Find The Truth
If you’re a parent of two children you already know that when the two are fighting and child #1 tells you what happened, you then ask child #2 what happened, and most often the truth is somewhere in the middle of what the two children have told you.
Surprisingly, many managers, even when they are parents, don’t use this parenting “discovery” skill in the workplace. Instead, they often listen to only one side of a situation. Whether it is because of lack of interest or lack of time, they don’t proactively seek out the other side of the story.
The unfortunate result is those managers form incorrect perceptions that can often lead to poor decisions and/or directives.
So, the next time two employees are at odds, or when one department complains about another department within your organization, take the time to listen to all sides of the situation to discover the truth that’s in the middle.
Send A Written Thank You Note
Nearly all employees want to do both a good job and please their supervisor. When they succeed, send them a thank you for a job well done.
A short note (handwritten is particularly good) thanking them for a good job is extremely powerful. Particularly for new employees on your team. Or, for employees new to the workforce and early in their careers.
Include in your note a sentence regarding what they did especially well and how their specific action made a positive impact. Remember, be as specific as possible in what you write.
Be sure to send your note soon after the job was completed. If you wait too long (more than a week), the note will lose its impact.
Send your note in a way it can be easily saved by your employee. Even employees who have been on your team for a long time will likely save your note.
Finally, reserve your sending thank you notes for the big jobs, large projects, extra special work. If you send thank you notes too often they’ll lose their effect.