Many top executives say they struggle getting their front-line managers to have the “tough” conversations with their people. What is it that makes managers find it hard to address issues with employees? I believe it is seeing the discipline process as punishment instead of seeing it as an educational process.
The current management philosophy desires managers that care about their people. Managers that see themselves as coaches, not dictators. Managers that recognize employees are motivated when they feel they are respected and valued. The danger then is for managers to believe they need to take a “soft” approach so they don’t offend the employee.
I have said many times that managing is like parenting. You have to care enough about your children to expect them to be the best they can be. A good parent does not let a child “drift” in any direction they choose. The major job of raising a child to adulthood is to help them establish boundaries in their life that allows them to find their way in a controlled format.
Our managers need to think the same way. Any situation that needs discipline can only be in one of two categories. Either the employee is rebelling against authority or they did not understand what they were doing or the consequences of what they did. The employee either did it on purpose or out of ignorance. The key is recognizing the difference.
If you have a rebellious employee, that cannot be tolerated. Organizations typically have progressive discipline steps that allow them to work this problem employee out of their system. The key here is documentation. Teaching managers the value and the proper way to handle discipline is missing in most organizations.
The second category is the most prevalent. As managers, we believe we have given the employee the information they need to successfully accomplish the task given them. However, sometimes what we say and what they hear is not the same.
Communication is a two-way street, including telling and understanding. When we tell an employee how to perform a task, we also must take the time to ensure they understand what we told them. It can be as simple as having them repeat back to you what you said or watching them until you are confident they understand.
Whatever the situation is that caused the need for discipline, we must see it as an opportunity to educate the employee, not just punishment. Managing is relational not dictatorial. Guiding them to the correct understanding is not confrontation, it is education. We need to help our managers see it that way. To approach the employee as a teacher, not a drill Sargent.
This thought process must be top down. If the executive team thinks this way, they can then mentor others to think this way. We need leaders that focus on building people up, not tear them down.
Christian Life Coach 