Guest post by Linda Robinson, PHR, CPEhr Training Manager

The culture of every company is defined by the relationships within the company; the symbiotic team work between co-workers and between employees and leaders.  It is to the leaders that employees turn for guidance.  Any company can have a handbook, policies and procedures, but it is the leadership that serves as the role models for the employees.  The actual behavior of a manager or a supervisor serves as the literal interpretation to the employee about what is meant by those policies and procedures.

All people operate from a level of personal perceptions; these perceptions are clearly influenced by past experiences, cultural exposure and personal belief systems.  We know that we are not going to understand or accept all people equally: it is human nature to have preferences.  There are also individuals who will always be “overly sensitive” to situations real or imagined.  So in coping with these daily human interactions, what should a leader, a manager do?

Managers Must Make Decisions Based on Facts, Not Emotions

In the work environment, professional, effective managers and supervisors understand that these “preferences” cannot and must not influence business decisions.  To avoid misunderstanding or misconceptions, managers and supervisors should make business decisions based on the facts: the knowledge, skills, abilities and performance of each individual employee. This provides a very fair decision-making model, and greatly reduces perceived inequities.

In addition, management should strive to realize they are not “one of the gang” and should maintain a professional, personable but not PERSONAL relationship with their staff and other employees.  To demonstrate personal favorites at work sets up misconceptions of favoritism from other employees.  As long as there are no protected categories involved, favoritism is not illegal.  It does however impact the morale, and productivity of employees.  In fact, 62% of employees cited favoritism as a negative demonstration of integrity by leadership.

Working in a “Shared Environment”

A healthy positive work environment also requires acknowledgement by individuals that it is a shared environment.  What we do and say is heard and experienced by everyone within our vicinity.  All employees at all levels should realize this shared experience exists; management can be powerful role models to their staff in demonstrating the policies and procedures in the most professional manner possible.

It is an amazing phenomenon that so many different people can be brought together under one roof and function respectfully and effectively together.  With the added guidance of management, every work environment can anticipate an atmosphere of productivity, safety and healthy professional relationships.

Leadership Training

For more information on how to assess, train, motivate or educate your managers, please contact Linda at 877-842-4987.