By Stephanie Tuia
As an employee, you are a fairly new employee at your job. Youhave met the boss on two occasions; your interview and one timewhen he or she demanded that you finish a client’s report. Yourboss’s unapproachable nature makes you feel uneasy if not a bitfearful.
As the boss, you don’t have a clue that your workers areintimidated by you. You are basically just concerned that theydo their jobs well and produce profit for the company. Yourimpression of your co-workers is that if they don’t confront youabout a problem, then everything is right on target.
Work associates are people that have come together for onecommon purpose; work. These working relationships are moresurfaced than relationships with relatives or close friends; andthe levels of authority and status found in business can inhibitcommunications and relationships. When the boss doesn’t maketime to communicate with workers, employees can misinterpretactions or lack of actions as negative feedback. They can becomeafraid to communicate with their boss. However, with the right
1. Workers think the best way to build strong relationships withtheir managers is by keeping quiet and looking the other way,even when there is a problem.
Management coaching suggestion #1
Although it may be the easy way out to avoid confrontation, youmay never get to the bottom of a disagreement if you don’taddress your arguments. Continuing to look the other way willonly cause you to build resentment towards the manager. Youdon’t have to go to the extreme and boldly confront the manager.Just make sure that you have presented the issue to your managerso that he or she is aware of the problem. After you and themanager understand the issue from the other’s perspective, youcan come to a fair resolution. Conversely, you will have betterrespect for each other because you shared a concern.
2. Some managers find opportunities to coach but they put it lowon priority.
Management coaching suggestion #2
A manager who gives feedback a backseat will never have thechance to communicate with employees. By nature, weprocrastinate because of the complexity of or fear to deal witha sticky issue. Instead, we will fill up our time with othertasks to help justify our delays. A manager may feeluncomfortable to confront, or inadequate to advise employees,but the ability to use management coaching with co-workers willproduce a healthy, open communication network in the workplace.
3. Managers are blind to their own faults while seeingimperfections of others.
Management coaching suggestion #3
Managers are expected to be experts in the work place. They havethe authority to rectify a situation if change or improvement isneeded. Yet, because they are so focused on the issues, managersmay favor their judgment due to a broader knowledge or longerexperience than the workers under them. This nature of self-biasis not limited to managers but to all people in general. Peopleare naturally inclined to prefer their own judgment over thoseof others. They are quick to point out faults in others but failto see the same faults in themselves. Constructive criticism isa popular, professional approach to correct employees. Yet,mutual feedback given in an objective and honest manner thatdoesn’t attack, improves character and respect between bothparties.
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