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Managing With Respect ©

A Model for Success Based on Real World Experience

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Chapters Included in the Managing With Respect © Program:
 

1. Describing the Model and its Components
2.
Recruiting and Hiring: Doing a good job of hiring the right individual – be smart about hiring people who match your needs for 2 reasons: performance and retention.
3.
Appropriate Orientation (actions and timing) – When too many people are left to learn for themselves, it leads to frustration and the thought that the company is disorganized and doesn’t care.
4.
Setting Expectations (job performance, conduct, etc.) – specific, quantifiable is best. Once set, use the 3 rules for not losing track of the performance of your people: follow-up, follow-up, follow-up!
5.
Providing Feedback – brief is best and honesty is absolutely essential. Frequent is better than rarely. Informal is just as powerful as formal feedback, but always document after informal to ensure you can track progress and/or prove by example to superiors, actions you wish to take.

6. Employee Development and Career Planning – How and why to develop skills and expertise that keep individuals motivated and allow for greater contributions while building a more mature and productive team member.

7. Recognition - Rewarding people for the right reasons and commensurate with contributions. Formal and informal recognition should be viewed as genuine. How you do that is to make sure IT IS genuine.

8. Retention of Top Employees – maintaining motivation by recognizing individual needs. Managers must know people well enough to ensure job assignments and other activities that are not only appropriate, but illustrate the company’s understanding and even compassion for their current circumstances.

9. Managing Marginal Employees – it is not respectful to hide problems from employees. It is not being a good friend to let an employee “off the hook” when they have deliberately failed to do what they agreed to do. It is not impossible to fire someone using a respectful and dignified approach. When faced with managing people out of the business, factor in what is best for both individual and business. Don’t forget that managing with respect for people is also good business.
10.
Diversity and Teaming – recognizing the value of all people resources and learn how to build teams that are capable of high performance.
11.
Harassment in the Workplace – legal, morale and real business implications occur when offenders (naïve or otherwise) do not understand how to treat co-workers and others with respect in business relationships
12.
Legal Compliance and Ethical Behavior – a brief perspective with some common sense guidelines to keep yourself out of trouble
13.
Safety and Security Management – Protecting your most valuable assets is as easy as viewing your workplace and people as valuable as you do your home and family.

14. Managing Remote and Mobile Employees – Keeping individuals motivated, productive and feeling like a valuable team member no matter where they work.

15. Pulling It All Together – Summary that helps you to leverage what you have learned in your environment and for your particular needs.