Been there done that, got the T-shirt to prove it.
I’ve had great ones, good ones, bad ones, and asshats for bosses. I’ve even been a manager a time or three.
In no particular order
[ul]
[li]Lead from the front. If you expect your people to work OT you had better be the last one out.[/li][li]Thirty bucks for pizza and 15 bucks for beer on a late night will buy more loyalty than a 5% raise (short term anyway)[/li][li]So will an afternoon off, or a couple of movie tickets. One company I know has a service clinic once a year and the employees have to work on Saturdays. (normally a M-F 9-5 operation) To thank them, the boss takes all the employees, and SO’s out to a very fancy dinner the following week. This goes with[/li][li]Loyalty goes both ways. If you expect loyalty from the troops, give it back in spades[/li][li]Hire the best.[/li][li]If you give someone a job to do, and they make a decision, back them up (at least in public). If they screwed it up beyond all recognition then in private discuss how they could have matter a better decision*****. Remember you empowered them. This means that you gave up the right to second guess them. If they FUBAREDed the decision that bad, then it’s your fault for giving them the power. You didn’t know your people as well as you should have.[/li][li]If you blow a decision, admit it.[/li][li]Keep the REMF’s off the troops[/li][li]Fight for raises for the troops (if you hire the best, you have to pay for quality)[/li][li]Keep your head out of your ass (use Q-tips if necessary to clean the shit out of your ears)[/li][li]Fight for the assets that your people need (tell your boss that no, your people can’t do 3D rendering with a 286 and 4mb of ram)[/li][li]Always back up your people, to the hilt[/li][li]Don’t be a pointy haired boss (get a clue, buy a vowel if you have to)[/li][li]Walk around and find out what is going on in your department[/li][li]When it comes to goal setting for the year, only allow your people to put down measurable goals that they have control over. Every time I get a new manager I have a fight over this one. I am a training instructor for a large company. Here are some bad goals that PHB’s have tried to give me over the years[/li]1) Teach full classes Hey asshat I have no control if my student get a flat tire on the way to class (not a goal I have control over) or
2) (My favorite) have good attendance in class Say SFB what is good? (not measurable. 1 guy sounds good to me)
3) Develop good communication skills. Good? What is good? (I can order beer in three languages, that seems good to me. Again not measurable)
[li]Talk to your people, keep them in the loop[/li][li]The people doing the job know best how to do it, and what they need. Talk to them.[/li][li]Ask questions[/li][li]If you have an employee that can be developed, develop them. Send them to night school or what ever, they will walk through fire for you because you belived in them.[/li][li]Take a turn in the trenches. One of the things that I admire about Southwest Airlines is that every year all of the bosses have to work for 1 week in a grunt job, cleaning planes, checking in passengers, loading baggage, whatever. This keeps the suits near the job at hand. Just because you got a promotion, doesn’t mean you can’t get your hands dirty. Jumping in to help can buy you a ton of goodwill and credibility. This good will and credibility might be what gets you your next promotion. Jumping in can be something as simple as sweeping a floor, or picking up a empty pizza box or getting the guy on the phone a cup of coffee.[/li][li]Always handle the mission. Teach your people to handle the mission.[/li][li]If one of your people has a suggestion to improve something, pass it along and make damn sure that their name is on it not yours. If you make them look good, they will make you look good. If you make them look bad, well you do the math.[/li][li]When it comes to the good of your department always ask for forgiveness, rather than asking for permission.[/li][li]If you talk the talk, you had better walk the walk[/li][li]Your nickname around the department had better not be Mike Romanger. If it is, you are in deep shit.[/li][li]Never skimp on training[/li][li]Don’t nickel and dime the troops. Spending 15 minutes reaming an employee out over a $15 dollar expense is a waste of time when you calculate the cost of wages for you and them[/li][li]Always praise in public[/li][li]Don’t let your people make their job their only life. Kick them out the door every so often[/li][li]Make sure that your people are free to make (a few) mistakes[/li][/ul]
*****When you employee screws up (and they will, they are human after all) don’t yell, scream and shout. Rather discuss how a better decision could have been made. Oh yeah do this IN PRIVATE!