Managers can be difficult for no reason sometimes. But let's not forget that management can be so difficult too. The feedback loops are long, and the management as a discipline deals with people: complicated, messy, political beings. These are two reasons why management can be difficult.
When you make a mistake as a manager, there's sometimes a span of months before you get the feedback that tells you that you've screwed up. And unlike other forms of work you used to do before you became a manager, some of these mistakes can't be fixed once they've happened. Even so it does not mean you should badly treat the employees who are under you.
A horrible incident happened at one of the Markham stores in Gauteng. The shop floor assistant packer asked the manager to go to the toilet but the manager refused because it was busy on that day. The shop floor assistant packer then relieved himself on the floor right before the customers. This incident became a shock of a lifetime to everyone. It even became the hot topic on social media.
The packer took heed to what the manager said to him, that's why he did not go to the toilet. But nature called and he responded on the shop floor. Your company culture is your company’s destiny. If you build a strong and healthy company culture, your company’s destiny will be strong and healthy.
While there may be many attributes that could define a company’s character, perhaps one of the most obvious would be the way leadership treats employees. Managers should treat employees the way they want the customer treated - maybe even better. Lack of fairness in the workplace creates implications far beyond the emotional well-being of employees. When employees feel unfairly treated, they are less productive, more likely to engage in deceptive behaviour and less likely to stay with the company long term.
Employees who feel engaged in their workplace tend to stay in their jobs, but the reverse is true, too, with workers who feel disconnected from development opportunities, management, or the organization’s values being more likely to leave.
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