The proper care and feeding of employees

Managing employees is tough, but there are some fundamental principles that weave through the manager/employee relationship we can all benefit from remembering. Check out the short video below (transcript below that if you prefer reading) to learn more.

(Email subscribers may have to click through to view the video.)

Proper care and feeding of employees

  • People come to work for the money, and leave because of their manager (the research backs that often tossed-around phrase) .
  • All of the data comes from research done by the Corporate Leadership Council. They\’ve found that providing fair/accurate informal feedback has a 39% impact on performance. (The problem? We don\’t know how to give feedback for the most part!)
  • Never really thought of it this way, but the manager acts as a conduit whose primary role is to connect employee with company. They can directly shape the employee\’s perception of the organization, their team, and their job. (I\’ve really noticed this a lot when I didn\’t get the right tools and attention from my manager.)

Anything else you’d like to share that goes along with managing better?

3 thoughts on “The proper care and feeding of employees

  1. Leon Noone

    G’Day Ben,

    I’ve long believed that a manager’s prime role is to put systems in place that make it impossible for employees to fail. And it’s the HR person’s role to get out of the way and let the manager do just that.

    Make sure you have fun.


  2. Ben Post author

    Hey, Leon! What if the employee is (for argument’s sake) horrible? Wouldn’t we want them to fail so we can replace with someone who won’t?

    I like the part about HR getting out of the way, though!


  3. Leon Noone

    G’day ben,

    That’s my whole point. If you focus on what you’re trying to achieve, there’s much less chance you’ll appoint someone who’s “horrible.” Focus on performance not behaviour.

    And if you’re replacing people merely because you don’t like them, you’re going to waste a load of money too. Selection’s a very, very expensive business.

    And team development’s about getting people to work effectively together not “get on well.”



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