How Do I Keep My Employees from Thinking I am Mountain Troll with A Club?

Did you saw that Harry Potter movie with the mountain troll busting up the bathroom with a spiked club while chasing after Harry and his friends? Many supervisors are successful at making themselves into a monster--some almost this grotesque--and more feared than respected.

Although no one can promise that you won't be seen as a supervisor who wants to throw subordinates into a gingerbread oven, I will give you a few hot tips. Be sure to forward this Web URL to your friends. Some may need the help.

You can access our supervisor training here at WorkExcel.com, or take a look at all 14 skills of the "Oh So Easy! Supervisor Skills Training Program" we offer at WorkExcel.com - definitely sign up for free tips and free handouts at WorkExcel.com here.
Probably the most important thing you can do as supervisor or manager do is to establish communication habits that you use daily with employees that help you improve your interactions and grow your reputation with them. You must use self-awareness and have a goal in mind to be seen in a certain light.

Are you "simply trying to be liked?" Yes. Nothing wrong with that although people do throw that in our faces over the years. Being liked and trying to be liked is smart. It doesn't mean you aren't using common sense in your relationship with managing employees and their performance.

When approaching an employee for any reason, lead with something positive so they do not learn to associate your presence with correcting performance, a negative interaction, or other painful exchange.

Ask employees for their solutions to problems, and treat them like pros, regardless of the position they hold. Intentionally interact with your employees when things are going well—get out of your office so you aren’t seen as a one-person fire department only interacting when problems arise or things go badly.

Participate in small talk; use these moments to learn about your employees’ needs. Praise and be in awe of their past achievements, not just the ones you witness on the job. Finally, look for roadblocks to their success. Pay attention to what is impeding performance, and find small ways to make their lives more comfortable.

You can learn fantastic skills from a product available at WorkExcel.com call the "Oh So Easy!" 14 Vital Skills for Supervisors Training Program. 

Here take a look:

View this program in full.14 VITAL SKILLS FOR SUPERVISORS for First-Time and New Supervisors or frustrated supervisors looking to improve their game.

Managing Medically Influenced Behavioral Problems on the Job

Major depression affects 15-20 percent of the population. A research report from Stony Brook University in November received widespread attention because its author supported further investigation into the possibility that major depression could be the result of “some parasitic, bacterial, or viral infection” not yet identified. Infectious was mischaracterized as contagious in other media. The two do not necessarily equate. Not long ago, stomach ulcers were determined to be caused by H. pylori bacteria, not stress. The idea is similar. With regard to the workplace, many studies have shown that employee morale can be affected by the attitudes and behaviors of coworkers. In this sense, depression’s effects can be “contagious” if behavioral issues of those affected by it influence others and negatively impact morale or productivity. Rely on a contracted EAP professional or if you are smart enough to have an EAP firm on retainer, use them, when you are concerned about an employee’s behavior. Do not attempt to decide whether an employee is or is not depressed. It will lead to a discussion. That discussion will lead to "assurances" from your employee everything is just fine. That will lead to a temporary cure as a result of increased effort to control symptoms, and that will lead to relapse...or worse. There is such a thing as behavioral-medical problems that affect performance. 12% of employees are affected by such problems, but you have no ability to manage this "strata" of employee behavior. You must rely upon pros. To see our supervisor courses go to http://workexcel.com

New Supervisor Training: Are You Putting Your New Supervisors to Sleep ZZZZ

Do not use video action movies with actors to train new supervisors. These expensive videos (which you will not replace very often) contain too much fluff. Today, new supervisors are used to getting information fast and furiously. Their brains are trained that way since daycare. So use new supervisor training PowerPoint programs that are converted into videos. Now you have something that is still a move-like product, but intense with no Fluff. Here's an example of exactly what I am referring to..http://bitly.com/new-supervisor-training

Trust Is Like A Lubricant for Supervisor Productivity

They say trust is like a lubricant in a relationship. When it exists, communication increases, ideas flow better, and productivity improves. Supervisor training should include the education and dynamics associated with building trust and how supervisors consciously invest in this art and skill. Trust building begins with you, so start connecting with individual employees one at a time. Share small but not overly intimate details about yourself, and you'll appear more real and approachable. Employees will naturally begin communicating with others in kind, thereby increasing trust between each other. The more you spend time with your employees, the more you'll see this rub off. Offer a positive and optimistic attitude toward your employees' ability to succeed. Find ways to make success happen. Admit mistakes, and employees will appreciate you. It's hard, but it's powerful. Not admitting mistakes throws your relationship into reverse. The payoff for admitting mistakes is appreciation, not less respect. Give credit and praise when you see the opportunity, and make it authentic. Employees want to count for something. Play to that need, and you'll build trust that lasts.

Reducing Tension During Verbal Warning Interviews

As a new supervisor, when you meet with employees to do verbal warnings corrective interview, you are going to be tense, lose track of your points sometimes, or simply become overwhelmed with the fear associated with confrontation depending on its nature. It happens. You are not alone. Very few people in supervisory positions would say they look forward to such meetings. And what supervisory training for new supervisors ever includes such skill development? Indeed, these meetings go with the territory when it comes to the supervisor's role. Try these steps to make approaching such a task easier:

1. Plan your meeting with the employee ahead of time, if possible.

2. Write out a list of the concerns that you will address and review them in advance with your supervisor. Get your supervisor's support and input prior to your meeting.

3. Meet with the employee in your office (on your turf). Discuss the listed concerns and allow the employee to respond.

4. Do not argue with your employee. Try to remain emotionally detached by seeing the goal of your meeting as helping the employee understand the relationship between unacceptable behavior and its possible consequences.

5. If the employee remains argumentative or will not listen, end your meeting with plans to meet again soon.

6. Contract with the employee for desired changes.