Skip to main content

Managing with Respect

The divide between management and employees is often touted as key to effective leadership.   Many managers believe that they need to create distance to maintain a respectful relationship.

We also hear constantly that respect has to be earned.  In the old days, the title alone earned respect.   Today, people are very critical of people in senior and public roles.

Our right to question corruption, ineffectiveness and inefficiencies in management has to be a part of keeping businesses honest.

There are ways, though, and treating people with respect, no matter what they have done, creates a generally more positive work environment.

We have moved a long way from being able to publicly humiliate staff who have not done their jobs properly.   It does not mean that issues are not confronted, simply that they are confronted as confidentially as possible.

There are some negatives around this, not least that other employees might believe the transgressor has not been dealt with, particularly if the guilty party does not show any signs of being sorry or continues the behaviour.

Consistency around disciplinary issues needs to be closely aligned with a respect model, or there will be a loss of respect for management's abilities to manage effectively.   It is a very fine line!

A CODE of good practice:

Corridor - Never
Office -     If possible, or somewhere private
Discuss -   As calmly as possible
Engage -   An objective facilitator, if possible

It is also true that there are people who mistake being treated respectfully and following due process as weakness.   The reality is that while respectful treatment might not always be appreciated, it is a minority who react this way.

Most people flourish under managers who are appreciative and treat them as if they matter.


Links, References and Notes



email:      tschroenn@accsys.co.za
twitter:   @TerylSchroenn

Note
Thank you for reading Teryl@Work.   Should you wish to use any of the material, please acknowledge this blog as the source







Labels:

Comments

Post a Comment

Popular posts from this blog

3 things to do BEFORE you resign

or sign a new contract… 1.         Confirm your notice period ·          A lot of companies allow 30 days from date of resignation, but many ask for a calendar month 2.        Check your restraints ·          If you are joining a competitor ·          If you are joining a client 3.        Find out when your last payment will be transferred ·          Companies have been burned by paying over on the 25 th , and people not returning, so they may delay payment transfer until the last official working day, or even the first day of the following month.  You may need to make special arrangements regarding debit orders …. Both your current company and your new one deserve to be fairly treated.   Knowledge of ...
Post a Comment
Read more

Employment Tax Incentive Bill (ETI) - Q & A (3)

The last part of the article on ETI, and we are still waiting for some finalisation, which I will post when I receive it. How does an employer deal with part pay periods? The incentive must be pro-rated to match the calculation of remuneration.  For example, if an employee starts on the 15 th of the month, and earns R2000 in the first month with the company: His remuneration must be grossed up to R4000 per month The ETI on this value calculated (R1000 in the first 12 qualifying months of employment) This results in a R500 ETI for the employer on this employee for this month Does it run for 24 Months from Date of Employment? Confirmation of this is required, but it appears that the Employer may claim for each employee for up to 24 months, even if they are not consecutive (ETI qualifying months, not months of employment) What happens if an employee leaves the organisation? Assuming all other qualifying factors are in place The next employer can start ...
Post a Comment
Read more

Employment Tax Incentive Bill

While there has not been agreement from all parties on the Employment Tax Incentive (ETI) Bill, and the roll out, it was formally published on 4th November, 2013.  With the January go live date, there are still some issues that need to be finalised, but simply put, the concept is as follows: The incentive runs from January 1st, 2014 to December 31st, 2016 The employee must be between 18 and 29 years old on the last day of the relevant month The employee must earn a wage of less than R6 001 per month The incentive can only be claimed in the months when the remuneration is under R6 001  The employee must have been engaged after October 1st, 2013 The employer must be eligible by being  Registered for PAYE In good standing with SARS Not local, provincial or national government Limited to South African citizens and valid asylum seekers, the main driver is for youth employment, however, the incentive also applies to employment in Special Economic Zones (SEZ) ...
Post a Comment
Read more