Love your subordinates, or "How to keep employees"

According to statistics, 34% of all layoffs of their own free will occur due to the reason "they don’t like me here, they don’t value me." What does this mean? Are we obligated to love our subordinates? And the most interesting - what does it mean to “love your subordinates”?

You manage the project, and you have several programmers in the team, or maybe you are the head of a small department or just a mentor? You probably have your own idea of ​​how to manage your subordinates: someone is strict, someone is gentle, someone appreciates the result, and someone builds a competent process. And we are all aimed at ensuring that the subordinate works as efficiently as possible. Everyone knows the “carrot and stick” method - praise for good work and scold for bad. And there is an opinion that there is no better reward than money. But this is not so. Or rather, not quite so.

In order to pre-warn all questions and disagreements on this subject, I will say that, of course, money is a “hygienic” motivating factor. Without money, you are unlikely to find many enthusiasts spending their 8 hours a day on you. But money doesn’t solve everything.

Of course, you can add a couple of thousand as a bonus for a good job, the employee will be delighted (although ... "Hmm, just a couple of thousand, could give more ... That means how much they value me here" ), but there are other ways that will be less costly for you, but will bring a good result.


Do you often say thanks to your subordinates?
They do what they owe, but that does not mean that they do not deserve gratitude.
Do you often say thanks to your assistant for helping you, making your work easier, and saving you time? I bet that many of you have not even thought about it.

The fact is that as soon as you said thanks, all the work done began to matter!

“Hey, you are a class teacher, thank you for 8 hours a day, you answer mail and coordinate these boobs!”

Imagine that your leader (director, general manager - well, who is above you) told you this.

In fact, he did nothing, but you were pleased. You immediately felt "not in vain."
Try to start with thank you. Just thank your subordinates for what they should do.

But love is not limited to gratitude.


How to praise an employee? What is it worth praising? Of course, we are all used to praising the result. But what does the result mean? Completed and completed project? Every subtask of this project? The employee achieves small achievements much more often than you think. “But do not praise him for every letter written!” - and that is true. Praise should be dosed: so it is more valuable. But why give praise?
Think about what you value this employee for. Violations of what would not suffer? How is it different from others?
“He comes on time every time” - great, praise for it, if not all can boast of such punctuality, but this is important to you.
“He always responds quickly to customers” - if this is the most efficient technical support operator, praise him!
“He himself proposes solutions, and does not ask me how to do this,” praise the initiative. It facilitates your work, saves your time!

Also, do not forget to notice the positive changes that you see, to consolidate them, to make it clear to the employee that this is what you expect from him.

“This time, he wrote the report on Friday, as needed, and not on Monday, as always,” praise him for this.

It works like a reflex: they praise me, so you need to do what you praise me for to be praised again. On the one hand, it is cynical ... But on the other hand, we are all addicted to praise. We all want love. Therefore it works.

How to praise?

Be sure to say what you praise for. Otherwise, after several times the word "well done" will be perceived insincerely. You can praise this:

“You talked very well with a client today. You feel professionalism and experience! ”
“I saw that you completed the task ahead of time - cool! It turned out great! Will you try to do the same next time? ”
“You have great presentations!” Always so bright, colorful. I’m proud that you are in our team! ”

Well, the most basic thing, probably, what is in love is ...


Try to understand your employees. Why doesn't he do what I want from him? Why doesn't he seem to hear me ?!
“He's probably a bad worker - maybe fire him?”
Or maybe you are a bad leader?

We are all different. And all of us, surprisingly, despite the fact that we speak Russian, we speak differently. We put different meanings in words.
For example, I will tell you:

"You are not initiative enough."

What does this mean? Perhaps you need to be more attentive to customers? And perhaps more often and in more detail report on the work done? Or take on more tasks? Although, perhaps, the point is that you have little communication with colleagues. But in fact, I could mean that I would like you to take on the organization of internal events ... Well, why not?

If you ever used a translator, you probably saw that one word can have a lot of meanings and synonyms. “Learning” is so simple in Russian, but in English, for example, note:
teach - to teach someone,
learn - to learn something.

And to "watch"? Look, see, view, watch!

We are similarly arranged. We say the word, putting our understanding into it. And the other person perceives the same word through the prism of his own understanding. And the meaning can be very distorted. Therefore, in order to avoid hasty conclusions, make sure that the "translation" of your thoughts took place correctly and that the employee understood you correctly!
Approach the question from different angles. Give examples. Explain the reasons for your comments. Find out exactly how the person understood you.

You should love your subordinates so that they stay with you, to work better, more efficiently.
Thank them so that they feel needed. Praise them so that they know what they are valued for. Try to understand them in order to speak the same language with them.

Now I am sure that you understood me correctly.

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