How accountability in managers leads to higher profits

NEW YORK - Aug. 1, 2013 - PRLog -- When reading about leadership-to-worker relationships, we are usually able to find what are employees lacking and what they need to improve in order for the company to prosper. What we do not find is what the employees’ expectations from the managers are in order to improve their output.

For example, Gallup survey finds that on average, some 100 million Americans were employed in 2010-2012 full-time, but 70 million were either hating their jobs or where simply completely disengaged at their work. Or, as some recent survey findings state nearly 70% of people are completely miserable at work and one-in-two think about quitting their jobs on a daily basis.

The expectations from the employees are that they need to adjust to company’s regulations, demands and vision. Also, employees are expected to adjust to managers’ requests in order to function more effectively. By doing so, it is believed that their ability to produce more will increase; hence the company’s benefits will intensify.

So, the focus to improve company’s functioning is based upon having employees adapt their needs to fit company’s expectations. However, what about employee expectations regarding managers functioning and adaptation?

Managers’ accountabilities
-Managers encourage employees to:
-Stay focused and keep things in proper perspective
-Endure and stick to the tasks
-Do things they are told to do and bear any setback
-Be patient when facing difficulties
-Keep an UPtitude
-Do whatever is necessary to get the job done
-Maintain level of concentration despite fatigue
-Accept working overtime
-Avoiding seeing crisis as insurmountable problems
-Take positive and decisive action
-Develop confidence in their abilities
-See success rather than Exaggerated Fear of loss
-See problems as opportunities
-Treat fear as learning opportunity
-Establish personal goals
-Develop compassion
-Understand others needs, and
-Practice win-win approach.

Nonetheless, we need to ask what needs do employees have to have in order to accomplish their work and not carry a hateful attitude towards their job. As well, we have to ask what are the manager’s needs in order to finish their job successfully?

Many managers lack fundamental training in managing people. They lack the values, sensitivity, and awareness needed to interact effectively all day with people. Thus, how managers treat their staff will set the tone for how employees will react and treat customers. It’s important to understand that managers are not only the front line representation of the business; they are also a decisive factor for how employees will relate to their job. It’s not only important for employees to improve and change but managers have to do the same as well.  Many times employees will resign because of the poor relationship with their managers.

This is why we need to focus on what managers’ commitment to their employees are all about, and not just focus on the employees’ behavior to the managers and the company.

Workers’ expectations
-Many employees would like to see their managers implement following:
-Value people
-Believe in two-way, frequent effective communication and listening
-Want to create an environment in which workers are empowered to take charge of their jobs
-Believe in team- work
-Avoid favoritism and cliques creation
-Trust workers abilities
-Make decisions and then ask workers for inputs
-Resolve problems and issues as they come rather than minimize or ignore them
-Discourage from gossiping
-Avoid throwing employees “under the bus” when mistakes occur
-Stop taking personal frustration on employees
-Make promises that can be kept
-Promoting employees progress
-Not being selfish and taking all the credit
-Give constant feedback
-Maintaining clear goals
-Making enough time to find team’s needs, and
-Keep ones’ word.

By accepting that managers and employees are both interconnected, with interloping tasks, enables them to jointly work on their shortcomings and strengths hence increase their communication and ability to succeed together.

About Dr. Ivan Kos:
Leading business and global political consultant, Dr. Ivan Kos is a fellow of the American Psychological Association and a member of the International Association of Applied Psychology. He is the originator of the Fear Stage Theory (FST), and author of "To Dare: It is Easier to Succeed than To Fail" which offers an antidote that empowers people with the ability to learn from fear, overcome negativity, and transform lives.

Follow Dr. Ivan Kos on Twitter:  http://twitter.com/drivankos