Eight Things to Tell Your Employees Daily

Ray Bauschke
November 11, 2004

My definition of a successful supervisor or manager is one who does the right things, at the right time, in the right way, at the right cost, and involves the right people to help him/her accomplish the right end results. Right? But, regretfully, too many people in management positions work hard at making their jobs far more difficult than they ever need to be. Here are eight suggestions that can help you break out of stressful habits: things that you could say (edit them to suit your style and the way in which you express yourself) to your employees as you encounter everyday challenges in the workplace.

I like the way you handled that situation Don’t say it unless you really mean it. And if the employee didn’t handle the situation the way it should have been handled, then just turn the statement around and say something like, “Here is what I found really works in situations like that one.”

What is your opinion Employees like to be asked what they think about things. And when you involve them you generally get their support. It’s a fact! People tend to support those things they helped create. Involve them in establishing a new practice, policy, or procedure and they will advocate it.

What would you do if this situation was life-threatening Employees like to delegate upwards; it beats having to make a decision and it avoids being blamed for wrong decisions. The statement above is meant to neutralize situations that employees often magnify into crisis events. Most situations are not life threatening and can be dealt with by others if you simply transfer them back.

What problem are we really trying to solve This simple question really works and makes you look brilliant. Surprisingly, people often talk the ancillary issues to death without ever finding out what the real problem is. Once the problem has been properly defined, the solution is usually not that far behind.

What’s standing in the way Trashing the company over a beer on Friday after work is a universal affliction that can become addictive. So I often ask employees, “How would you change things here if you were the CEO?” It’s amazing how little thought is given to finding real solutions that are in the best overall interests of the company, as compared to the self-interest of the complainer. Challenge them to become obstacle removers, rather than wall-builders.

Are you having fun If they aren’t, they are probably looking for another job, using your computer, stationery, and e-mail to connect with a place that might be fun to work. Fun isn’t fooling around on the job. It’s getting the biggest kick out of what you do, the challenges you face, and the results you achieve.

We always didn’t do it that way It reminds employees that change is an ongoing process; that things are forever changing and change is changing faster and faster. Because when tomorrow comes, we likely won’t be doing it this way either.

Thanks for making me look good . Well-deserved compliments should be communicated. And sincerity is everything. Employees can quickly spot the phony who thanks everyone for everything, regardless how trivial. Most employees want to be valued, appreciated, and thanked occasionally for doing a good job. As the Nike commercial says, “Just do it!”

Ortega Gasset, the great Spanish philosopher and essayist, said, “Excellence is when we ask more of ourselves than others do.” If you are a manager or a supervisor, you are responsible for the potential success and excellence of those who work for and with you.

Ray Bauschke is a credit union consultant. Contact him at 800-665-7776, rayb@bauschke.com, or www.bauschke.com .