“So much of what we call management consists of making it difficult for people to work.” – Peter Drucker
It’s often tempting to judge employees at every turn. Managers often feel they are not doing their jobs if they are not judging. But good judgments require foundations. In a changing economy where knowledgeable workers now play the most important roles, Drucker believed that employees should be treated as well as you would treat volunteers because they can take their knowledge and go elsewhere anytime they want.
If you remember that your employees are the ones who came to you because they believed in what your business does for others, you’ll learn to appreciate why they are there every day.
But too often, employees are treated like possessions that can be stockpiled or discarded at management’s whim. To keep them and help them thrive, Drucker said, management needs to appeal to their interests. They will stay — and produce — when they have a clear understanding of what the organization is trying to accomplish when they have responsibility for results, and when they feel they’re gaining more of the one thing no one can take away: knowledge. Anytime management makes it difficult for an employee to understand the mission (by not sharing it), to be accountable (by failing to give consistent feedback), an organization suffers. The employees might be blamed in these circumstances, but Drucker would say that management needs to look in the mirror and judge itself first.
A great manager lets his or her employees know what the organization’s game plan is. By doing this, it allows for ideas to be expressed and shared with other employees. How are you allowing this to happen within your organization?