Are you experiencing high turnover? Are you scared to see what your staff might say on social media or on Glassdoor? If you answered yes to either question, it is highly likely that the problem is you, or at least your methods. If you’re wondering how to better manage your team, that’s your issue right there. Stop trying to manage people and start leading them.
What are the signs that you’re getting it all wrong?
- Do you have a time clock for office staff?
- Do you have staff fill out time sheets, nagging them to account for every minute?
- Do you stress hours at work versus actually completing tasks?
- Do you lack a set, quantifiable way to measure your staff’s performance?
- When people ask your staff what they do at your company, so they struggle to come up with an elevator pitch for their position?
- When people leave, do you replace them or do you just shove their tasks onto someone else?
If you answered yes to basically any of these questions, you might need some time in front of the mirror.
So how should you be doing it?
- Time clocks are among the most insulting things you can push on someone. If you’re literally trying to make someone feel awful about their job, make them punch a clock. Trust the people you hired to come to work. If you don’t, the issue is with your hiring process, not time management.
- And the second most insulting waste of time is the time sheet, or activity report. Again, results will speak for themselves. you only need this if you don’t have defined measurements for your staff’s performance. Don’t spend quarters chasing pennies.
- In most fields, you shouldn’t be working more than 40 hours. Law of diminishing returns is real. More hours doesn’t equal more results. Nor does it mean you worked harder if you stayed late. It probably means you’re awful at time management.
- If your staff can’t pinpoint exactly what they do, it’s your fault. Keeping job descriptions vague only has one purpose; to toss extra work at people without paying them more. Intelligent people see through this. And leave.
Work doesn’t have to be tortuous. Let your staff go home. Let them have paid time off. When you don’t, you’re setting yourself up for turnover and resentment.