If you call yourself the boss, then be a good one. Managing positions and jobs is an important responsibility. Many of the people you manage may seek more beyond task oversight. Some may want professional and career development. So, what should you do to help direct an employee’s job into a rewarding career path?
- Offer constructive criticism.
People make mistakes. This is actually the best way to learn; however, correction must be given in an environment that fosters productive change. Berating, belittling or patronizing and employee is no way to help him or her grow. (Read David Grossman’s article on offering meaningful feedback.)
- Encourage productive behavior.
Have you ever heard: No one notices when I do something right, but everyone notices when I do something wrong? Remember to acknowledge, encourage and reward good behavior.
- Develop a specific career path with measurable goals.
Work closely employees who have expressed an interest to excel by developing a specific career development plan that includes measurable goals. Meet with the employee regularly to make sure that he or she is on task to complete the plan within a specified time period.
- Avoid multi-page emails.
Don’t send emails that go on and on regarding undesirable behaviors. If something truly needs to be addressed, use effective and meaningful face-to-face communication.
- Don’t be Hitler.
Don’t be a dictator but rather assist the employee by being a developer of projects. Avoid communicating in writing by using all CAPS. Don’t bark out orders or give answers; instead teach your employee how to come to effective solutions on their own. (Teach a (wo)man to fish.)
By fostering a learning environment, both you and your mentee will become better professionals and feel more fulfilled in your respective positions.
